When 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 … 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.
10 favorite organization development, leadership development, and team development blog post of 2016.
Ignoring strategy for the sake of planning is a choice, just as much as changing your plan as new strategies become apparent is a choice. One choice will change how the work gets done, and the other will keep it the same.
The ‘5 Whys’ can be useful. Identifying the possible root cause can get things started…the next logical step to create a solutions bank.
I have found that it is easier and people on the team move with greater enthusiasm and collaboration when you ‘Start With What’ and determine the solution in the first step.
In class discussions, coaching teams and feedback teams the leaders challenged each other and themselves to put their leadership differences to work in a way that matters to others and themselves.