Published: Wed, 26 Oct 2016 12:10:26 -0500
Wed, 26 Oct 2016 09:50:58 -0500Nowadays in conditions of economic crisis and recession of banking business it is possible to assume measures for cardinal changing of the bank structure in order to raise effectiveness and profitability. It can be provided thanks to implementation of a new form of management and structure. Basic principles of reengineering and systematic approach can help to develop a new concept of bank optimization and management.
Tue, 25 Oct 2016 10:14:31 -0500A unique idea? Any idea that has not been used by a startup? Is there any such thing as an unused idea?
Thu, 20 Oct 2016 11:36:28 -0500The drum beat of time continues to usher out Baby Boomers and usher in Generation X-ers and Millennials as decision makers. Boomers who led their companies through the last downturn might resign rather than rally through the next one. Commercial and industrial companies must learn to navigate generational leadership changes at companies they sell to and compete with. This article looks at how established companies in commercial or industrial sales can leverage customer feedback to improve competitiveness (market share), customer retention and revenue growth in the face of profound shifting demographics.
Wed, 28 Sep 2016 08:31:22 -0500As I look out my office window, I see the leaves on the trees are starting to change color. Believe it or not, I'm not shocked by this. Nor am I wailing about the fact that the temperature is dropping and that dusk is coming earlier than it did a month ago. Am I superhuman? Perhaps, but not because of this. The simple truth is that, if you've been alive on the planet (Earth) for more than a few years, you start to recognize the patterns. You start to realize that summer ends and fall begins. Every. Single. Year. In short, you start to realize that change is the natural order of things. Why then, do we become apoplectic when change comes to our business?
Thu, 21 Jul 2016 12:44:43 -0500The only constant in life is change. And it's so true! Every project you take on, regardless of size or scope, creates a change in the status quo. That kicks off several stages of change that result in a series of predictable emotions and behaviors. Regardless of how quickly you move through the stages of change, you still go through all the emotional changes similar to the Kubler-Ross Stages of Grief. As a leader, your job is to coach each team member through the process to help them move to the other side of the emotional roller coaster and get on board with the change.
Wed, 20 Jul 2016 13:49:51 -0500There is a ladder of problem solving that makes evident the dynamic nature of problems and the progressive thinking needed to plan ahead of them. Their are six rungs on this cognitive ladder from problem identification to effective resolution.
Wed, 20 Jul 2016 10:58:01 -0500Engagement with a purpose is the over-arching theme to building and sustaining a high-performing culture in a unique and measurable way. While studies have consistently found a high positive correlation between employee engagement and financial performance, the data also shows that correlation is not necessarily causation; and while employee engagement is a necessary ingredient for high performance, like flour to a cake, it is not enough.In contrast, "Engagement Around the Work" involves specific steps for achieving a culture of engagement that is inextricably linked with team productivity, performance and job satisfaction. It incorporates a clear objective of engaging people around the one thing they all have in common-and the one thing that can bring about increased profitability and a sustainable competitive edge: the work.
Mon, 18 Jul 2016 08:33:17 -0500Lasting change in organisations can only come about through individuals choosing to see the journey ahead, and actively taking the first steps, rather than by an external process imposed upon them. It is the 'journey within' rather than the journey 'without' that really makes overall change possible. Neuroscience is shedding more light on the process of change and how we can be more effective with change initiatives - shifting attitudes from resistance to engagement and 'buy in'. In doing so, it is bringing us closer to overcoming one of the key organisational challenges of recent times...
Mon, 11 Jul 2016 09:47:13 -0500I am reminded of the famous Oliver Hardy catchphrase 'Well, here's another nice mess you've gotten us into' when I think of the Brexit result and its ramifications for all of us in the UK and Europe. Or perhaps I should say for all of us in Europe as I was under the impression that the UK is in Europe!
Fri, 08 Jul 2016 11:56:37 -0500Some individuals are able to easily accept change, making swift decisions in order to adapt to the new circumstances that are before them. But not everyone is as welcoming of change because it often forces him/her out of his/her comfort zone. Change is unpredictable.
Fri, 08 Jul 2016 07:10:35 -0500Change. To change is to deviate from what is known, from what is familiar, in order to start something new. However, change can often cause many individuals to feel uncomfortable or anxious.
Fri, 08 Jul 2016 06:48:35 -0500The result is known, the struggle is over - at least temporarily - for the UK has decided for Brexit. There are many arguments on both sides, but one argument I do think decisive that I never heard effectively rebutted by the Remain camp was the argument of the 'democratic deficit': that unelected people, unaccountable bureaucrats, were making decisions without any mandate from the people. The best the Remain camp seemed to be able to muster in response to this point was that - and they tended to say this with ferocious glee - what about the monarchy, what about the House of Lords, these were unelected too, right? This of course is making two wrongs a right: yes, there is much wrong with British democracy unarguably, but adding another layer of unaccountability to it is hardly the way to go. Indeed, it is admitting that the EU is undemocratic; and more strongly, I would say anti-democratic. No, perhaps the strongest argument of the Remain campaign and one I deeply respect is the argument of uncertainty: that leaving the EU would create uncertainty and that uncertainty is bad for markets, bad for business, and generally speaking be bad all round.
Tue, 28 Jun 2016 14:20:35 -0500Change leadership is an active, progressive form of driving a business forward. While with transition comes risk, allowing your business to become stale ensures its mediocrity-or even failure. Catching the moments where change is necessary and shifting to change leadership lets you move forward, find the new opportunities, and scale.
Wed, 22 Jun 2016 15:33:39 -0500The business world currently is characterized by change and the best managers are those that will master, adopt and exploit change. From the changes in society to technology, to modes of business the environment remains at change that will affect the business positively or negative depending on how it is handled.
Fri, 17 Jun 2016 06:52:19 -0500Do leadership training programs translate to better team performances? In a word: no. Now the important to understand is that this is not a simple black-or-white answer against the programs.
Thu, 02 Jun 2016 14:30:03 -0500Succession planning is often an after-thought for most executives looking to leave the company. Many executives know skills and knowledge will be walking out of the door, yet many are content to let that happen. There doesn't have to be a skill or knowledge gap as long as management is willing to prepare for it.
Thu, 02 Jun 2016 11:03:31 -0500Momentum begins to wane, sapping the initiative of its power. Early on, managers build support for the change by promoting the initiative and making sure everyone is on board. However, when these change managers return to their day-to-day jobs, employees frequently lose focus and enthusiasm. I call that point the "commitment dip." It's where employees' support for, clarity about, and commitment to change falls off, sometimes dramatically. If an organization does not take corrective action in the first one to three months, there is little likelihood that the initiative will achieve its objectives. Fortunately, our research shows it is possible to avoid the commitment dip when managing change. Here are six key steps leaders can take to keep employees highly committed and focused.
Tue, 24 May 2016 09:39:33 -0500When I was a kid I used to love listening to my Walkman. I loved creating mixed tapes of my favourite music and shared these with my friends. We'd spend hours discussing the parts we loved about our favourite songs and so the 'rewind' button became very well worn.
Mon, 23 May 2016 07:41:30 -0500Is it true that people avoid change? That we prefer the status quo and that's why so many change initiatives in organizations fail? Neuroscience has helped to cast light on how people view change - and what organizations need to do to start introducing more successful change initiatives in the workplace...
Fri, 20 May 2016 10:48:43 -0500In the corporate world, most approaches in defining the business value of change involve 'hard' benefits such as revenue, cost and time. For example, increased revenue per customer, reduced people cost and improvement in processing time. Yes, there are non-financial benefits such as capability improvement and strategic alignment. However, in practice most tend to focus more on hard benefits that are more tangible and easier to track.
Wed, 18 May 2016 09:09:28 -0500There has been a flurry of redundancies and right-sizing RFP's in the last month, as regional organisations prepare for more fiscally challenging market conditions. As companies and government departments face these new commercial headwinds, how do they trim their sails to suit this change in the market weather conditions? Because, the truth is that so many get it so horribly wrong.
Tue, 17 May 2016 13:38:26 -0500A recent survey by the Change Management Institute (Employment Study) in 2015 indicated that 77% of all Change Management roles in Australia are contract roles. Are you surprised by this figure? Would you have expected this figure to be lower or higher? And why is it that most change roles here are contract roles?
Mon, 18 Apr 2016 07:23:06 -0500Many change initiatives fail to meet what they set out to do - so perhaps it is not surprising that this is an area where people look to neuroscience to solve the problems; while it doesn't have all the answers, neuroscience is shedding light on why change management often ends up being a waste of time. By considering how the brain works and why people behave the way they do, we start getting to the root of the issue; and new approaches to change management are already springing forth from the research. Here are seven insights you may like to consider before initiating your next change program...
Fri, 25 Mar 2016 10:08:02 -0500Managing change in any organization, no matter how big or small, can be challenging. This article provides an easy to follow, step by step approach, on how to manage change.
Thu, 24 Mar 2016 13:30:30 -0500The critical aspect of any change management program is face to face communication. The role of leaders during change is very different from business as usual. It requires a greater physical presence amongst employees to reassure them that their concerns are being heard at the top of the organisation and conversely that the CEO has the opportunity to find out what is really going on. The issue is how to make that happen on a consistent basis.
Thu, 24 Mar 2016 13:24:36 -0500The key to a successful change program is management and leadership commitment to the proposed strategy. The greatest challenge therefore for change managers is to ensure that leaders stay on message and do not waiver from the challenges ahead. Change is hard, whether you are at the frontline, or at the executive leadership level. Here are 8 tips to ensure that you have that leadership commitment to drive the change.
Thu, 24 Mar 2016 13:23:36 -0500Given the number of times organisations embark on communicating change you'd be forgiven for thinking that they would eventually get it right. But many things get in the way, not the least of which is thinking that communicating change is easy and that what works in one organisation will work in another. Here are the 3 key reasons change communication messages fail and what you can do about it to ensure that your change messages get traction.
Wed, 23 Mar 2016 12:17:44 -0500To pivot is to adjust your business model in response to current or impending conditions, good or bad. To increase the probability that the tweaking will be successful, trend and financial analyses, along with planning, are imperative. Market research and reality (i.e.market) testing of what you think will work form the foundation of your pivot plan. If revenue has been less than stellar for two or more consecutive years, it's time to think seriously about how to respond more effectively to the business environment that your organization faces. Create a Plan B and pivot.
Thu, 10 Mar 2016 11:16:36 -0600Mastering business agility not only requires your integration of ideas, people and departments, but also your own thoughts words and actions. The more integrated you become, the more agile you will be, ready to tackle and exploit any and all mega trends or perfect storms you encounter.
Mon, 07 Mar 2016 10:46:09 -0600Your attempts at business agility are doomed unless you tackle the most important inhibitors to change. Each of the four greatest inhibitors to lasting business change are enough to sink your corporate ship. Combined you face an overwhelming challenge. What are these forces and what can you do about them? Business as usual and looking back at your achievements is not an effective strategy. Looking forward and taking a step out of your business as usual will go a long way towards your goal of building a successful and agile company.
Fri, 04 Mar 2016 14:42:09 -0600So what makes a SuperBoss? My research on Superbosses led me to a well-known academic and writer named, Sydney Finkelstein, a professor at Dartmouth's Tuck School of Business. In essences, a SuperBoss has a unique charter with limited egos and surrounds him or herself with the best talent, even if this talent is more refined or advanced than that of the boss. For the SuperBoss, the recruitment process starts with seeking out people with the highest intelligence, creativity, and flexibility. Creating a team of winners is the only priority. The Superbosses job is to coordinate the team creating a spirit of camaraderie towards the goals. A team's success does not necessarily means towards each other but the project at hand. It is also important to understand team competitiveness is not a bad thing, if managed effectively which can create better results.
Wed, 24 Feb 2016 15:28:57 -0600Football is a great example of managers not lasting long in their jobs. The Football business is known to be unforgiving of underperforming managers.
Wed, 17 Feb 2016 15:44:02 -0600Mastering business agility should now be the primary goal of any serious management team. Powerful Mega trends and the gathering of a perfect storm will shortly sink any corporate ship with a crew still stuck in "business as usual". Learn what is necessary for effective change management going forward. Learn simple practical tools that will help keep you on the path of business mastery.
Fri, 12 Feb 2016 08:32:29 -0600Leading through an organizational change is a great balancing act that appears to be more of an art than a science. This act requires of leaders to have a sound skill and a strong will. Each organization has their distinct culture and history, and there is no definitive prescription to successfully lead through change. The key is to remember that as leaders we cannot tell people stop feeling what they feel. On the contrary, fighting resistance directly will just bring in more resistance. However, several time and experience proven approaches can guide us in an effective change management while embracing resistance as a part of the process.
Mon, 11 Jan 2016 15:28:39 -0600Any program designed to change an organization's culture must be based on an understanding that culture is made up of the collective behavior of an organization's individual members and the process used to get work done. Organizations that are effective at achieving cultural change ensure 3 critical elements are in place.
Mon, 30 Nov 2015 10:30:52 -0600Profitable companies must keep changing for continued success. Sometimes it is unexpected, sometimes it is necessary. To maintain normalcy during periods of change, employees look to their leaders for guidance. The key is to get leadership on board with the change and establish methods for helping their teams handle the change. Leaders must possess certain qualities for a smooth transition and to keep momentum in the workplace. Navigating change is difficult; even the best ideas will fail if they are not adapted correctly. Here are the top three companies that implemented major changes and what we can learn from their successes and failures.
Fri, 20 Nov 2015 14:54:29 -0600CRM, SCM, FAS, ESS, ECM and BPA are just a few of the endless stream of acronyms and buzzwords that confront small business owners searching for good software solutions to automate key business functions. The promises of many cloud-based software solutions to automate key functions of a business are impressive. The ability of the technology sales rep to speak an entirely different language using English words injected with acronyms, jargon and unique expressions is equally impressive. This creates an air of superiority as apparently only special people can know all of this stuff and make any meaning from it in business terms. Many small businesses readily adopt these solutions, believing they will accrue the compelling list of benefits.
Mon, 16 Nov 2015 14:10:25 -0600Some people deal with life's challenges and tragedies better than others. This is resiliency. And some people respond faster and better in crises than others. They seem to always know what to do, while their counterparts are often paralyzed with shock. What is the difference?
Wed, 11 Nov 2015 07:47:30 -0600While change is an opportunity, the process of change is often not that easy. The most challenging component of leading through change is changing how people in an organization act and think. Change is uncomfortable and often provokes resistance. It is our natural tendency to cling to the known rather than embracing the unknown.
Thu, 05 Nov 2015 15:56:34 -0600While most of us are naturally more comfortable hearing information which confirms our current beliefs, the practice of seeking contrary information is what enables us to be more informed and make better decisions. However, this seemingly natural practice is not the norm. Instead, we prefer to be told what we already know or believe, which is more technically termed "confirmation bias." As you'll see, the trouble with confirmation bias begins when it gets in the way of seeking out facts.
Wed, 04 Nov 2015 06:51:23 -0600How would you grade your organization's effectiveness at managing change? Chances are, there is room for improvement. Of the 655 leaders we surveyed, just 46 percent said their organization was successful at change management. About a third also noted their companies had a poor track record of managing change. We wanted to find out what it takes to succeed in this area and what differentiates companies that do this well. Here are seven best practices we uncovered.
Mon, 19 Oct 2015 06:45:00 -0500Managing changes is critical in a world where everything changes. An organization has to be awake to managing the changes taking place in it. It sometimes requires the management to be changed. This article touches the outlines of how the positive changes in the management would change the organization positively.
Fri, 16 Oct 2015 06:28:58 -0500Cultural change is complex and almost three-quarters of initiatives attempted by organizations end up in failure, according to recent research. How do we increase the success rates? The answers are not to be found in old-style management thinking. Instead, training leadership so that they better understand the behaviour of their people and approaching the process of change with a new mindset can help turn disaffected, de-motivated, and disengaged employees into agents of change...
Fri, 09 Oct 2015 06:47:45 -0500Organizations will always change but the key to success is to manage that change in a controlled, deliberate, and effective way rather than for it to happen suddenly, unexpectedly, or for it to be forced. In order to do that, it helps if we consider the process of change from the correct standpoint. Most large organizations are complex environments meaning that the process of change is also complex. It can only be successful with actively engaged employees who foster understanding and respect for the organization's culture. It is impossible to lead successful change when employees are disengaged and de-motivated, as is the case in a large proportion of workplaces around the world, according to Gallup's latest State of the Global Workforce study.
Thu, 08 Oct 2015 13:49:22 -0500Organisations are bound to undergo a change mechanism periodically; this is both healthy and desired. However, something that is almost non-preventable is difficult to implement. Many organisations struggle to implement changes in a manner that is acceptable by majority of employees. A lot of dynamics play here. We need to understand all of them deeply in order to change anything successfully.
Wed, 30 Sep 2015 13:20:42 -0500Get clear on the mandate for the advisory council. Is it to inspire high-net-worth people to donate? Is it to get valuable advice from professionals and experts? Is it to communicate more deliberately with stakeholders of various descriptions? Declare it - and record it. If you have diverse mandates, establish more than one advisory group.
Fri, 25 Sep 2015 14:38:49 -0500The need for more entrepreneurship and to get agile or die is grounded in a crisis of confidence. You can have the best change management and business tools available from the most well known business consultants in the world, but if you as a leader do not feel and radiate confidence, you and your crew will still founder in the growing seas of uncertainty. Increase your confidence by practicing these simple tips.
Wed, 23 Sep 2015 06:19:58 -0500We all know that change is the constant that is all around us, and the factor with which we must deal one way or another. Indeed, not to choose to deal with change is a decision with far-reaching and negative ramifications. Some prefer to be the proverbial ostrich with their head in the sand. The only question, then, is whether we deal with change well or badly; and one aspect of dealing with change from my perspective is always to try to deal with change creatively. Creativity does a number of important things. First and foremost, we all feel good when we are creative - that is, whether individually, in a team, or at an organizational level. Creativity feels good. But more than that, by its very nature creativity provides compelling solutions to the outstanding problems that change always produces. And here's the extra bonus: creative solutions often mean that we can do our business either faster, more cheaply, or to an even higher standard of performance or quality. What's not to like about creativity?
Wed, 23 Sep 2015 06:10:43 -0500The future of work is going to be very different than it is today. The skills required include flexibility of thought, creativity of solutions and maximizing energy over time.
Fri, 18 Sep 2015 14:32:34 -0500Retention of staff is tricky at the best of times but how many have you let go assuming they were Mavericks and not the geniuses that your organisation could well have profited from? Think about (Sir) James Dyson as you read on...
Wed, 16 Sep 2015 12:14:17 -0500You're the new sheriff in town. The owners or leaders of the business believe you are the person they can rely on to help the organization to achieve its goals and objectives. You know that your success depends on your ability to engage the team (or teams) that report to you in a manner that aligns with the goals and with you as their leader. Sometimes, the process of realignment requires substantial change in direction, practices and even organization culture.
Fri, 04 Sep 2015 10:53:21 -0500It happens to the best of us: you're moving right along, in a nice little groove, and then BAM! The fit hits the shan, and you lose all semblance of control over your workflow. Efficiency and productivity become too hard to say, let alone achieve. Now you're stuck in a rut, holding your head in your hands and wondering how you got there and how you're going to trudge through. Don't fight it, and don't start treating your desk like a pinata. Keep reading to learn how to deal when you get blindsided by corporate chaos.
Wed, 26 Aug 2015 09:54:01 -0500The internet first promised businesses a faster and more direct way to interact with customers from the point of sale through to the supply chain. Small businesses who mastered the web discovered that they had access to a much larger market at a lower cost than traditional methods. Over time, internet services such as IT infrastructure hosting, software as a service (SAAS), mobile connectivity and a host of new applications ("apps") has transformed the landscape for business information systems.
Tue, 18 Aug 2015 11:37:55 -0500Here's the current situation: I'm sitting in a hotel room in New Jersey, just about to depart for a cruise ship which will take me-along with 200 or so of the top dealers for Clopay Garage Doors-on a five day cruise to Bermuda. Cool, right? As a motivational speaker, I'll be doing several programs for the dealers, as well as emceeing their black-tie awards show and a few other events. I've got a couple of tuxedos packed, along with shirts, slacks, shoes-you know, the usual.
Fri, 14 Aug 2015 15:04:15 -0500I believe it is fair to say that countries the world over are experiencing a tremendous amount of change and will continue to do so. Many of these changes, whether viewed in a positive or negative light, may have impacted us emotionally, physically or even financially.
Mon, 10 Aug 2015 16:00:54 -0500The concept of "change" is incremental and limited. "Transformation" on the other hand, begins with a vision of the future and an organization's aspiration for its place in that future. It has to fuse practicality, ambition and aspiration. It also has to compel action that stretches people beyond what they previously thought possible, and compels them to WANT to do what needs to be done, rather than just TO DO what needs to be done.
Wed, 22 Jul 2015 06:56:05 -0500Typically, the culture is most visible in expressions such as the way employees treat one another, how they dress, the size and layout of office space, the look of the reception area and how customers are treated. Less visible, but good pointers of culture are the rituals and routines which staff engages in, the amount and nature of political activity and representation of certain aspects of an organization's history.
Mon, 20 Jul 2015 10:23:19 -0500Values are more difficult to learn than norms because they are easily observable. Yet, it is essential for business managers to study values in order to understand the reasons and motivations behind specific behaviors and cultural norms.
Fri, 17 Jul 2015 14:51:25 -0500For many of us today, "work" is no longer a "place". It isn't an office or an organization, but it is the freedom to explore our professional competence in a dynamically changing environment, where we have the liberty to choose from hundreds of projects and clients. Yes, Freelancing is the future of employment across the globe, as this new trend emerges triumphant from the ashes of economic disruptions.
Wed, 15 Jul 2015 09:31:09 -0500We are told that nobody's perfect. As a result of this belief, we accept inappropriate behaviors from ourselves and others. We justify it with the chant of "I'm only human". When it comes to our place of work, we employ the same beliefs. And we perform our job as we complain about individuals and procedures. We believe that's just the way life was meant to be. If it were possible to build the perfect corporation, our current belief systems would most likely get in the way. This article addresses the behaviors and mental models that impede a perfect corporation. It also outlines a realistic perpetual path to an enterprise that aspires to be perfect.
Wed, 08 Jul 2015 12:00:12 -0500Why is there such a high incidence of failure among change management? Discover a few key steps that allow for smoother corporate transitions.
Tue, 07 Jul 2015 06:22:34 -0500Leaders of change in a workplace are often surprised at the difficulty of enacting change. If change is successful, then it seems that old habits reappear after the change and the positive change is lost. This article describes some of the barriers to change and how to overcome them.
Mon, 06 Jul 2015 09:39:09 -0500Is your organisation segmented into small groups all looking after their own interests? Worse still, is it fractured and incohesive? Even if the performance of individuals and teams is good, unless everyone is pulling in the same direction, integrated and aligned with the overall vision of the organisation, you are not functioning at full capability and, sooner or later, there will be problems. How can you bring everything together?
Wed, 24 Jun 2015 09:37:59 -0500Progressing the professional ladder is considered the utmost important element both for an employee and the organization. While it has remained the focus for many years among a lot of aspirational individuals, it is a mystery as to what traits directly contribute to this transformation. The maze of the professional development and leadership can be unraveled by mastering certain key elements such as the ones below:
Mon, 22 Jun 2015 06:46:41 -0500Neuroscience is an area of much debate and conjecture, being a relatively recent addition to the scientific arena. Only since the establishment of more powerful imaging equipment and data analysis tools has neuroscience really been brought to the fore. In the process, pseudoscience has mixed with real science to muddy the waters and cloud understanding in this important field. This article looks at the four key networks in the brain that most neuroscientists agree upon. The findings are based upon an article that appeared in Harvard Business Review in the summer of 2013.
Thu, 18 Jun 2015 09:05:47 -0500Millennial: A person reaching young adulthood around the year 2000; born after 1980. This group of people were raised in an electronics-filled world. Social media is their second language, and therefore, receive the most targeted marketing of any previous generation.
Mon, 01 Jun 2015 11:39:20 -0500If we are going to thrive and flourish, we need to RETHINK our strategies, systems and visions of how we improve performance & Results. It's clear from past results that we have managed to create a business world founded on win-lose... Not every intervention impacts the important bottom-lines of profit, Engagement, Happiness, Well-being and Impact. As an expert author of the upcoming book SWIFT SUCCESS, Life Masters has created a new System that ENSURES Success on each level in life and business.- CLEAR PROFITS System will transform your workplace, Culture engagement levels and MINDSETS into a POSITIVE for for GOOD.
Tue, 26 May 2015 07:09:22 -0500Organizational change is the only constant in organizations, with the business landscape changing ever-more rapidly; but this change can be controlled or random, sudden or gradual, imposed or voluntary, effective or ineffective. Despite years of perfecting management training and the best efforts of business schools, our organizations are finding that employee engagement levels are low and resistance to change high. Why is that? How can it be that the more 'evolved' our organizations become, the less likely they are to retain their employees and improve performance? It seems that lasting organizational change is doomed to fail without motivated and energised employees driving it - and neuroscience helps us understand why this is the case.
Mon, 11 May 2015 13:54:42 -0500Change is a given. There is no way around it. The seasons change, people change, and even animals change. We don't necessarily see it, but things are changing all the time. Why is it when change is so common, some people don't know how to effectively manage it?
Mon, 11 May 2015 07:27:44 -0500I just had a client for an upcoming keynote speech tell me, "We're going through a lot of change right now." YOU: "Oh my God, he's talking about my organization! We're going through a lot of change right now!
Fri, 08 May 2015 06:32:25 -0500With every industry and corporate landscape changing so rapidly due to the embracing of new technology, employers must delve deeper during their recruitment process to ensure they are finding candidates that accept and flourish with this kind of evolution. The trend has moved from judging candidates only on experience, and more towards recruiting to build an innovative and flexible culture.
Wed, 15 Apr 2015 05:59:10 -0500Ratings for cable channels like MTV and Comedy Central are plummeting as more viewers tune in to Netflix and YouTube, prompting Viacom to cut jobs. The company announced it's laying off workers to save more than $350 million and reinvest in other areas to spur growth. For Viacom staff, one thing is clear-change is never easy, even with well-established reasons and a strong sense of urgency. That's why it's not enough for leaders to simply make the case for change. People don't change when they're motivated to change; they change when they're ready to change.
Tue, 07 Apr 2015 07:15:57 -0500Awakened Leadership Programs are here to stay!... These specialized 21st Century Corporate Learning Programs speak life into the Conscious Business Movement in a transformational era of consciousness evolution.
Thu, 02 Apr 2015 15:46:28 -0500The article talks about the importance of the Nobel Prize of the micro-financing sector and this latter as a sustainable development sector. The article explains the MF sector, its benefits and impacts. It states that the Nobel Prize brings a new fresh air and boosts the sector, and that this can lead to new innovative methodologies for development. (This article is an extension version of the original article published in year 2006 on EzineArticles).
Thu, 02 Apr 2015 13:37:14 -0500Leaders create certainty in times of uncertainty. They do this through frequent two-way communication that is clear, timely, empathetic, confident and optimistic. They are aware that every action they take is being "heard" by their team and they ensure the team is aware that "leadership is on top of things", "leadership cares", "leadership is capable" and "leadership believes in us".
Wed, 01 Apr 2015 10:28:31 -0500One's leadership purpose blueprint is indicative of our true nature, spiritual capacity, prophetic calling, and destiny-where we are to be spiritually positioned for consciousness evolution. Indeed, this propulsion is already clearly evident in the international business community.
Tue, 24 Mar 2015 11:22:59 -0500How to create a high performance culture within your organisation. The psychology of getting the best out of people and being an inspirational leader.
Tue, 24 Mar 2015 07:55:43 -0500Transformational Leadership has to be understood as a process. Learn about the essential 5 phases important to 21st Century Leadership.
Mon, 16 Mar 2015 10:03:08 -0500This article focuses on becoming quicker in your abilities to progress changes in your business and life. By learning to shift your mindset you will be amazed at what is possible. One of the most challenging aspects to overcome as a leader is our own perspective on how the world operates and our place in it. My vision is to bring a new perspective and help anyone that is ready to make big change.
Mon, 16 Mar 2015 07:52:48 -0500Leading a team through change can be difficult, rewarding, messy, profitable, frustrating, and fruitful. But no matter what the experience, it will all be for naught if the leader misses one crucial step of the process--a step that, unfortunately, most leaders do miss.
Fri, 13 Mar 2015 10:36:01 -0500Find out where you stand on a continuum between reason and science at one extreme and faith at the other. This self-assessment has twenty questions and a rating scale. Enjoy.
Mon, 02 Mar 2015 08:03:40 -0600As neuroscience is increasingly applied in the business community, with new frameworks designed to incorporate the findings from neuroscience into how we run our organisations, it's important to understand the dangers as well as the opportunities it provides for leaders. Employees have seen it all before - all too often: a new ideology in the organisation trying to promote 'cultural change' through training programs initiated by HR. Often considered as a dark art of manipulation, it is frequently mistrusted and starts to spread fear and negativity. People resent it and, despite costing a lot of time, effort, and expense, go back to doing what they did before. So how can we change this damaging cycle?
Mon, 23 Feb 2015 07:09:06 -0600Neuroscience has become increasingly high profile in the past few years. It seems that you can't pick up a magazine or newspaper without a picture of a brain staring you in the face. Often these images show parts of the brains lit up in fantastic electro-colours - but what do these images mean and how can they actually help? The applications of neuroscience are varied - from life-changing medical advances, to the legal process, military applications, and influencing new technology. Many organizations are watching from afar with interest wondering how all this actually applies to them. These organizations are, of course, made up of people - so neuroscience can make a real and lasting difference in many areas...
Fri, 20 Feb 2015 14:56:19 -0600Development is at the heart of my passion - to help people and organizations succeed. Done well leaders employ a range of learning and development venues so that employees possess the right capabilities when needed most by the organization. This article maps out 7 easy steps for creating a peer learning group.
Fri, 20 Feb 2015 11:31:58 -0600As a leader, your role is to move individuals and the organization closer to achieving their goals. Thus it behooves you to make use of every tool at your disposal. This article highlights an important tool - organizational core values and how to convert them into competitive advantage.
Fri, 20 Feb 2015 08:06:35 -0600Leaders have many jobs within an organization: setting a vision, motivating a team, increasing profit, making the bed (home-based businesses only). But there's a big one that a lot of leaders miss-and it's one that I've become keenly aware of as I work with more and more leaders whose organizations are undergoing significant change. One inevitable byproduct of change is uncertainty.
Tue, 17 Feb 2015 11:47:07 -0600Through the course of our professional lives we will always encounter change. The key is how we handle change, how we present ourselves in the face of change, and how we overcome the obstacles of change.
Mon, 16 Feb 2015 11:48:17 -0600Apply this article on a situation you are facing in life or business. Depending upon the issue, its timing and your particular situation at the time, you may have reacted to fit in one of three basic groups. What can you do to operate more often in the best group for your situation as you look at, address or hear your next personal or business issue?
Fri, 06 Feb 2015 07:13:40 -0600In this article, I am sharing the first step toward cultivating successful change. It is designed for Organizational Leaders that are working on change efforts such as getting their team to buy-in to new roles, processes or systems. It's important to remember that change is messy and cyclical - rarely linear. So keeping in mind that change is like the cha-cha-cha the "first" step in any change is simply putting your feet firmly on the floor.
Fri, 06 Feb 2015 07:09:32 -0600Have you ever received results from a 360? leadership assessment that you didn't agree with? Well, the bigger question is do you agree that part of our job as a leader is to take responsibility for the impact we are having? The "rub" is how do we do this when we don't agree with or maybe don't even know how we are being perceived?
Fri, 30 Jan 2015 13:31:12 -0600Organizations must constantly adapt to changes in the economy, competitors, and workforce demands. In order to remain competitive, hire the best talent and make a profit, companies must be able to plan and implement changes effectively. There are major and minor changes and the approach to each is slightly different.
Fri, 30 Jan 2015 06:30:05 -0600Randomness terrifies people. In a world where someone can walk into a shopping mall and open fire on hundreds of innocent people, where jobs disappear overnight, where cancer appears suddenly on an X-Ray, people grasp for control, order, and stability. And that's what they expect from communication coming to them.
Fri, 16 Jan 2015 06:34:11 -0600Many organisations find that, despite all their best efforts at improving performance through training, restructuring, better leadership, improving technology and re-jigging systems/processes, the expected upturns don't happen. The reason may be bottlenecks in the way work gets done within the organisation, so unless this is addressed the same problems will arise again and again. And it goes beyond taking a closer look at the organisational chart...
Mon, 12 Jan 2015 14:01:40 -0600Turnaround services represent a manufacturing function that can affect the bottom line. Through increased efficiency, even this routine task can improve operations.
Mon, 05 Jan 2015 15:12:28 -0600Learn how Lean is changing the culture of a State agency. In only two years, incremental improvements are resulting in dramatic changes.
Wed, 31 Dec 2014 15:39:00 -0600Companies that do not or cannot evolve and adapt with the ever-changing market will eventually become obsolete. But managing change is easier said than done. Many companies are unable to abridge their intent with their ability to execute. In fact, research shows more than 70 percent of change initiatives fail. So why is it so difficult to implement change at your company? Here are three possible reasons and actions to overcome them.
Wed, 31 Dec 2014 07:49:37 -0600When leading change I have many conversations. Often they are with other people! I am so glad that you are joining the conversation. The more we talk about the change the easier it becomes. This guide was developed to support you in gaining the clarity, confidence and plans you need to successfully navigate your organization through the process of change. The Change Curve, is based on the research of Dr. Elisabeth Kubler Ross and addresses the normal emotional process individuals and companies experience during change. Understanding our own emotions and the emotions of others related to change is as important as understanding the business justification for the change. Further, we want to remind you that change is messy. Even though change is not a linear or a "check-the-box" process, our goal is to lead a history of positive change. So it is helpful along the way to engage your personal board of directors and other key allies.
Mon, 29 Dec 2014 10:34:33 -0600It takes more than the decision to make a change within your organization. Desired outcomes can be disappointing, even non-existent, if the project lacks a champion. A champion is not the same as a cheerleader - a champion helps exhibit the company culture while helping employees to understand the why, the what, and the how.
Tue, 23 Dec 2014 12:47:34 -0600Monitoring the critical Key Performance Indicators are vital to Continuous Improvement sustainability. This article describes how dashboards and scorecards differ and how they can be used for the effective and ongoing monitoring of the health of a process.
Wed, 17 Dec 2014 10:26:09 -0600Any organization can learn to develop high quality leadership among its ranks of employees and or volunteers. Managers have to get out of the way, develop tools that facilitate creativity, energy, confidence and still maintain links for accountability and responsibility.