Category: Business Consulting (Page 1 of 9)

Words and Attitudes that Leaders Need to Understand

Human Interaction = TrustFact: Change your habits/words and you can completely change your influence.

Words and actions matter in today’s business, entertainment and political world. Just look at the controversies in 2017 alone where a wrong word, phrase, or action mentioned in social media or in public caused extreme defensiveness or outright resignations.

The right words or action can motivate you to take your vision and productivity to the next level — but the wrong ones can torpedo your flow or even sink the vision.

Many studies have even found that using positive or negative language can change your brain by impacting the interaction of synapses & genes that regulate physical and emotional stress.

Read More

Businesses Can Balance AI, Robotics & Humanity!

Getting Agreement

Agreement

AI, Robotics and Humanity is a critical topic of discussion today! Several dangerous trends are occurring in business today. For example, in the last fifty years’ enterprise companies have started to disappear at an alarming rate. The average lifespan of a company on the S&P 500 has gone from more than 50 years to less than 16 years and dropping every year.

Automation in the form of Artificial Intelligence and Robotics are threatening to take a massive number of jobs. Organizations such as theguardian.com, NBC News, CNN and others have predicted that we will see 5 million + jobs being replaced by automation by 2020-2021.  That’s is only 4 years away.

Even more critical is that AI is now opening the door to machine replacement in areas such as writing, insurance, law and medicine that have until now been considered untouchable by automation.  Now this it true but there are some serious caveats to this type of replacement which may slow this area down but it will not stop it.

Read More

Major Challenge in Business: The Future of Leadership

Global EngagementIn my opinion, the future of leadership is always changing and it will continue to change. However, it’s human nature, that we often want to categorize everything and everyone into small, manageable boxes subject to fixed rules and processes.

It is also evident in businesses today that we are dealing with short-term thinking, a disposable view of people as assets and the persistent drive of leadership self-preservation. We seem to have devalued people, relationships and values down to simple dollars and cents which never works, if you are looking for a sustainable business.

It gets further complicated when we see the rate of change & complexity increasing daily and the challenges faced by every individual and organization are morphing, evolving and becoming more interdependent than ever before.

Today, I feel comfortable saying that successful leadership is a hybrid of art & science with no hope of a one size fits all solution.

Read More

Rumors, Gossip & Fake News, Oh No!

Transformative Leadership Group Logo

TLG Coach Logo

Unfortunately, we have developed into a society where rumors and gossip often provide convenient tools for both competitive recruiting as well as manipulation of workers. “False News” is major contention in political and business circles today and we are preoccupied with sound bite mayhem and death by innuendo.

While social media is often maligned for these issues, it only helps to propagate, it is not the cause nor is it the generator of the derogatory material, it must originate with a human being, i.e. leader, employee, customer or competitor.

Leadership is generally at the forefront of this very destructive and corrosive process when it starts. I recently commented to someone and firmly believe, “there is NO leadership model in existence that will allow you to avoid relational conflict” and this is one of those areas.

This means that leadership sets the standards of what is acceptable and what is not so this is a critical part of culture that cannot be assigned or delegated. If leaders are using rumors to manipulate the workforce it should not come as a surprise with it turns into a firestorm.

Gossip Circles

Attribution Stuart Miles – FDP

For example, I just recently I tracked a single “Fake News” article that was a known hoax, yet it was re-tweeted over 500 times in less than 14 hours.  I didn’t even bother to check the other social media sites. If this is happening in the public arena what makes you think it can’t happen within your company?

Personally, in my somewhat Utopian corporate world, there is no place for falsehoods, rumors or gossip.

Workplace gossip and rumors can represent a destructive force among employees and customers. The rumors or gossip can be about management, company operations, product or service quality, suppliers, or other employees, any of them can spread virally.

So often, people will believe the rumor or gossip, even if it isn’t true, and pseudo truth can then spread to the customers, clients or the public, as well. While some may be harmless, it is always necessary to deal with rumors and gossip in the workplace immediately — before they spread out of control.

Here are some suggestions to deal with them:

1. Always Practice open communication with your employees.

Change in business is a part of life so this is particularly true if your company is planning or executing a major change or relocation.  Companies are most vulnerable when they are during major changes because of uncertainty so this aggravation does not need a lot of energy added to blow out of proportion.

It is only natural for employees to be fearful of change and how it will affect their jobs. However, when one person unintentionally or intentionally overhears something, then misconstrues what was said and finally winds up spreading a rumor that is not true the damage has begun.

Be authentic with employees, let them know what is going on so that there is no room for speculation and gossip. Don’t try to spin it or cover it with a lie because this will only intensify the impact.

2. Avoid an over-reaction.

When you hear, that employees are saying something that is not true, the natural reaction is to respond in some way. Many times, this may be in anger or frustration which only fuels the speculation of the employees.  Start by understanding that the source of the rumor may not be malicious, and it may be a simple misunderstanding. Always investigate and perform some level of analyses, then develop an appropriate response, if you don’t then the response will more than likely be in anger.

3. Be Proactive with damage control.

Damage Control

Damage Control Saves Dollars

If rumors in the workplace can flourish, they will eventually grow and possibly spread outside your company. When you hear of a rumor, be quick to clarify the actual situation and don’t brush it off as “typical employee talk.” Be proactive and act quickly before damage occurs, it is much easier and less costly in many areas.

4. Never encourage interoffice gossip or rumors.

Although these are typical human behaviors, particularly in situations where many different groups may be pushed together under the same roof, leadership should never allow or encourage harmful gossip and rumors.

Let your employees know you have a zero tolerance for malicious gossip and rumors.  Let them know that leadership will always investigate, analyze and determine objectively where the origination point is so the truth can be determined.

These zero tolerances, must be part of the company culture and DNA with swift action taken when discovered. There should be no bias in any part of the investigation.

5. Avoid lingering and nurturing rumors.

Failing to keep employees informed, generating spin, or hedging when confronted about company change, will usually result in a backlash on leadership. Even though you may not be ready to tell employees about an upcoming event, you need to set the record straight as quickly as possible if a rumor has started.

As leaders, employees and customers it is critical to keep your commitments or say no, there is no middle ground here. If you need help in this area, check out the PEER Commitment Management Platform at http://peersaas.com.

In summary,

These suggestions are starting points because each incident is unique to the individuals, organization, culture and time-frame.  Some instances you may let play out because they will expose themselves as falsehoods and die.

Other times, it will take an intervention to correct, adjust or defend, depending on how long leadership waited, how rational or irrational the creators of the material are and how determined the opposition is to disrupt.

The primary factor to remember is that with a culture of transparency, high integrity and openness the ability for rumors, gossip or “Fake News” to is diminished significantly. If everything in the organization is done behind closed doors and leaders seed the rumor mill, then the it is ripe for the rumor mill to run rampant.

Avoid anything that can allow someone to capture sound bites and take them out of context.  Make sure that the story you are telling people is the same at all levels, no more or no less to any level.

If you would like help with developing your proactive strategy to change, please feel free to check out my website at https://tlgcoach.com or call me at 630-454-4821.

How Do You Build a Coaching Based Organization?

Transformative Leadership Group

TLG Coach Logo

As a business coach, I am always open & excited to discuss building of a coaching based organization.  I truly believe that companies who empower people will advance and flourish in this VUCCA (Volatile, Uncertain, Chaotic, Complex & Ambiguous) world we live in today?

As a leader, you must really be committed to providing a vibrant and engaged environment for your employees and customers to make coaching work. While there are still certain types of organizations that may require the old authoritarian structure, I believe most can benefit from a more flexible, flatter organization, especially in the long-term.

Read More

2017 – Seek out Innovative & Disruptive Ideas

ID-10020186 (2015_09_21 22_53_07 UTC)Have you ever noticed that the road to innovation is not straight nor is it flat, it’s disruptive, curvy and sometimes riddled with potholes? Typically, those potholes create distractions that cause burnouts, minor failures or even monumental, catastrophic failures.

The net result of this can often be loss of focus and fear within many organizations, especially as we start a new year. 2017 will be a year of major disruption in my opinion and it will require all the Ikigai and Kaizen you can muster within your organization.

Read More

How to Understand the Law of Attraction!

shareasimage (2015_09_21 22_53_07 UTC)Have you ever thought the world was there only to make you fail? Do you think that If you didn’t have bad luck you wouldn’t have any luck at all? This is an example of stinking thinkin’!

In reality, you make your own luck, your own failures and successes with your choices. Yes, we can blame others but we are responsible for how we handle the external impacts of outside services, products or people.

If you are one of the positive ones who think everything happens for a reason! ?
Excellent, good for you! You are correct! Well, sort of…

Read More

Ikigai – How to See Growth in 2016!

ikigai DiagramAs we start 2016, I would like to open our imaginations a bit and examine work and life from a couple of Japanese concepts that we have all heard about but few truly understand.  The first we are going to look at is “Ikigai” or “the why you get up every day” and the second is “Kaizen” or “the philosophy of continuous improvement in work and personal lives”.

Many authors discuss these topics independently but I really feel they need to be combined to realize the real power that is present in their use and empowerment. Here we are going to examine an integrated process that can help you become more intentional and empowering in 2016.

Read More

How to Tackle Change & WIIFM!

ID-10018273 (2015_09_21 22_53_07 UTC)In times of change, “What’s in it for ME?” (WIIFM) is the “BIG” question everyone wants an answer to as soon as possible. Basically, we are all self-centered so this should be no surprise.

As a leader, it is your responsibility to see that the communications are clear, concise and authentic. Where possible, we need to understand another component in change and that is “What’s in it for “US” as a group?” The answers to question WIIFM can actually be included with a WIIFUS response.

In my experience, the biggest mistake most leaders make when trying to change something in the life or structure of the enterprise is to lead by announcement, by propaganda, or—worse yet—by executive dictate.

What may make perfect sense in your mind may not be understood so clearly by the rest of the organization. To you, the idea is completely logical. Trouble is, to win the support of others you must appeal to the intellectual and emotional bandwidth of people.

Read More

Unlearning Could be the Key to Successful Change

Woman at laptop 300_200Could the solution to resistance to change be a simple act of unlearning?  Let’s look into this and see just how complex this statement really is for humans.

Lao Tzu said, “To attain knowledge, add things every day. To attain wisdom, remove things every day.”

Peter Drucker said it another way, “We spend a lot of time teaching leaders what to do. We don’t spend enough time teaching leaders what to stop. Half the leaders I have met don’t need to learn what to do. They need to learn what to stop.

Read More

Page 1 of 9

Powered by WordPress & Theme by Anders Norén