Tag: Success (Page 1 of 2)

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.

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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.

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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.

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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.

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Why FOCUS is Critical Today!

Thanks to Stuart Miles & FDP

Thanks to Stuart Miles & FDP

Today, let’s examine how you handle actions in the workplace.

  • Are you reactive to the events occurring within your environment and around you or do you take initiative to prepare for, participate in and/or control the events?
  • Do you intentionally take an active or passive role? Do you think in terms of the present or do you look to the future, anticipating outcomes and preparing for the consequences?
  • Are you a procrastinator in terms of making make a decision? Do you only make decisions when you have to, when you’re backed into a corner or when you’ve put it off for as long as you can? Or do you make conscious, intentional decisions as part of a larger, long-term plan?

How you answered these questions can have a profound effect on your career and company. I find that to be successful today every leader must have a laser focus and proactive, so here is how I view F.O.C.U.S.:

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How to Deal with Reorgs?

Any Reorg Affects the Entire Team

Are you faced with an internal or external reorgs, or are you planning a merger soon?  Here are some very brief tips to keep in mind when starting the process.

Determining the value of a re-org is based on learning to measure success across the critical (and equal) elements of results, processes, and relationships.  These are interdependent aspects that can make a difference once everyone realizes that there must be balance.

Generally, we recommend doing a performance assessment and based on the results, the team can be shown how to realize that it must answer two critical questions:

  • How will the members would work together with revised or new reporting relationships (for example, moving from being a direct report to a peer) and,
  • How will the team add value and be held accountable in revised or new relationships.  (For example, being collaborators rather than silo employees.

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Surveys, Still Valuable to Your Business?

Making surveys workAre surveys still valuable in your business? I have been asking myself this question for the last six months to a year. The sad problem is that I answer myself with the paradoxical “Yes” and “No”.

On the telephone, in the mail, on our computers, smartphones and iPads, American consumers and businesses are being solicited as never before to express their feelings about products and services ranging from meals in fast food restaurants to the latest consulting engagement you presented to a client.

I suspect in some circles there is a remnant of “survey rage”, similar to road rage, where people are contemplating the most absurd answers to the questions the next pollster or online survey they feel they are entrapped into taking.

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Revelation: It’s Not All about Authority!

freeing_from_control_sm_nwmToday, many executives dream of ascending the ladder for the sole purpose of gaining more authority. Once they have arrived then they truly, believe they can make “things” happen which will create a change that they have in mind, usually without much input from others. In addition, current senior executives, often report they are frustrated by how little power they really have. Is there ever enough authority?

First, authority is not all bad. The issue, in my opinion, is that while authority can compel action it does little to inspire trust or belief. Only leadership can do that. While getting people to do what you want done seems to be paramount, it is not enough, they have to also want what you want or any permanent change is bound to be short lived.

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Loyalty – Has it ever been a factor in engagement?

Sheelamohan FDP 2014An interesting article by The Wharton School in June, 2012 regarding Declining Employee Loyalty started me thinking about this concept and the current management wish list of re-engaging employees. Much of what was discussed in this article had a foundation in good logic and some great experience.

 

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Building Respect is Critical!

Respect Disruption in meeting

Example of lost respect!

Building respect is critical in business today. On the day after the last mid-term elections we were saying how tired we were of the foul innuendo and lies that are put forward in ads.

Today, we live in a very open society where the criticizing of all leaders, from the president down, is not only tolerated, but considered proper and part of the democratic way. I challenge this thought. Yes, everyone has freedom of speech but we need to realize that everyone has that same right. It is not limited to any one person so it is necessary for one to respect the ideas of others and allow for proper discussion. When we disrespect someone trust is destroyed, many times beyond recovery.

We experienced election campaigns that went to the extremes the candidates used to insult and smear each other in a most disturbing manner. There was little effort to seek the truth as innuendos, half-truths, and mockery were hurled at others at an astronomical speed by most candidates. What a vast waste of money and effort. Undisciplined confrontation and argument destroys respect and allows negative interlopers to gain an advantage in situations.

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