“Don’t ever criticize a manager for not being a leader if no one has ever told them their role. Rather criticize the inept organization that appointed them.” – John Adair Does leadership development need boundaries or does it just happen organically within the organization? This question made me flounder for a bit, due to my … Continued
image When we sell ourselves as a business or executive consultant, remember that our advice will impact people’s lives and their livelihood. When selling me a more expensive shirt, shampoo, or a consumer product that only affects my life, a knowable deception is acceptable. I fully know that drinking a particular kind of beer or … Continued
Goal Setting and achieving goals is impossible in an environment where the goal changes, moves as you make progress, you have little to no control over other people, who are required, to achieve the goal external forces (government regulations, laws) that change their focus are an intricate partner in controlling the goals or in completing … Continued
Supporting an organization through an interesting experiment. The company has ~28% turnover rate, which is not too bad, and they want to reduce that to about 20% in 2-years. We decided to hold a series of ‘Stay Interviews’, to create a continuum of stories about employee satisfaction and dissatisfaction, with people who have remained with … Continued
Consulting a team of managers in the Understanding organizational complexity and change process, one of them asked me what types of questions I may ask a team or person to understand better how to support their progress in change and complexity. I smiled, and we worked out a series of questions. Many of them are … Continued
While organizations and Human Resources promote theories of engagement, multiple generations, and cultural fit; we continue to seek the recipes and others to show us ‘what matters or what should matter’ to a diverse workforce. Paradoxically this causes a dependence on others to point out how we should be engaged or what cultural fit ought … Continued
You do not need a recipe or magical thinking. What will support your organization to make progress is the same things that you value as a person. Being trusted to use your judgment and discretion to add value to the work and others.
Presentation slides from a team building session I facilitated with six nonprofit leadership teams. The objectives were to develop a team-based process to maintain the gains in infrastructure and team development, plus value propositions using data.
Stopping what is not working is one of the best ways to construct change and progress within a company.
Organization development and executive coaching works best as a client-centered approach. Working together, respecting each party is knowledgeable about the goals, resources, progress-steps, and what works to make progress towards the goal.