People talk about change a great deal and there’s a thirst for knowledge in how to deliver better, more lasting change. There are models (many of which have valuable content) but – as I concluded in a recent talk I gave – getting better at change might just be asking the wrong question.
If as leaders of organisations and teams, we want people to be ambitious – to be creative and drive our performance, practices or culture forward, it’s critical that we help people to set goals that will get us there. It could literally mean the difference between astonishing success and outright failure if we don’t.
A reason why many changes, transformations and projects stall: we didn’t know, or consider, where we were starting and how that impacts our approach.
There’s a fight coming for your team, for your organisation. It might be a new competitor, a lost client, needing a new tech or a delivery disaster. Are you are positioned to give your teams and organisation their best chance?
Policies and processes that get created in good faith don’t always help us to get to where we want to be. Can we take something from medicine that might help our organisations?
A recent journey reminded me how sensitive we are to the cues around us, whether intentional or incidental. Paying attention could be valuable for us all.
Quick thinking is essential for us to succeed in a busy, active world, however sometimes that same quick thinking can cause problems for us and that’s what we briefly examine in this article
A while ago, I was part of a leadership team and we had some performance…
Hire the right person and they can shift the outlook and capability of a team. …
Companies spend millions on leadership training and development, and for what result? If you’re considering training, here are some tips to help.