You wouldn't blink if someone told you they needed to do a better job managing their company's "budgeting" process or "manufacturing" process, would you? But managing a "change process"?
When we succeed, change occurs subtly and without fanfare. It's not a program; it's a nudge. People adopt new behaviors, they forget old ones, and it doesn't feel like we did much. It's hard, in fact, to brag about it at all.
Leading successfully is a kind of organizational "judo" that stops trying to "sell," and "install" from above and, instead, generates organizational commitment from within.
After working for a lot of leaders, good and bad, and taking leadership roles myself, I'm convinced that this is the one thing that makes the difference: You must be willing to turn towards fear, for the greater good.
All managers face real constraints. Effective managers differentiate between those that must be accepted and those that can be challenged.
Put yourself in your staff's shoes (if you're not there already!). If you are told what to do, but aren't told why and what's in it for you, what is the impetus to do it? Why is this program worth the effort and why should you add more work to your already full plate?
I got some great feedback about my blog from two weeks ago about what to pack on the journey to raising your game. Enough so that it got me thinking a...
Whenever you change something, it's impossible to eliminate all of the unintended consequences. But the more you can anticipate the possibilities, and be ready to deal with them, the greater your chances of success.
Social Media Marketing burst on the scene a few years ago to the delight of many and the bewilderment of others. Suddenly, conversational marketing b...
For months now, Greek youth have been watching their peers in Egypt and Tunisia lead the Arab Spring and asking themselves some tough questions.
I ran across VitalSmarts -- a corporate training and research behemoth -- when I was teaching a course on social marketing at Tufts University. Their ...
Companies need innovators to survive, but they need to be powerful enough in the org chart that they're empowered to steer a new course.
The most daunting change in an organization is a change in its culture. It's hard enough to change one person's behavior -- how can you change the behavior of an entire organization?
As with most mergers, the announcement this week that United Airlines was joining forces with Continental Airlines to become the world's largest airline touted all of the benefits of the combination.
Editor's Note: This post has been removed from the Huffington Post....
You know what - change is a funny thing. For me, I can't wait untill I can watch all my movies and TV shows on demand instantly whenever I want withou...
People run into problems because they often feel as though they cannot be committed until they find a new and better job. However, this very thought may be standing in the way of the change.
