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 a ~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 … Continued
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.