Organizational Development: Examining Business Wellness Ahead of Problems Occurring
Businesses, like other living organisms, can get sick. The afflictions come in a variety of forms, affecting culture, core values, productivity, profitability and sometimes business viability. Sometimes the ailment is more or less the equivalent of having a cold, and sometimes it is much more dangerous and threatening. The symptoms that you notice may not get you too worried, but those you are not aware of should.
Bringing Passion Back to Corporate Planning
Many well-meaning managers and leaders assume that because members of the organization are “active” that they are also “effective.” In reality, activity does not equal effectiveness; and it’s not representative of indispensability. It is certainly not representative of furthering the corporate strategic goals. Rather, effectiveness, especially when it comes to strategy execution, is the result of “doing the right things, right”. The right things are the magical mix of routine business duties and those incremental activities and actions that make organizational goals a reality. To accomplish strategic goals, energy must be focused on productive activity related to the accomplishment of sub-tasks that lead to the ultimate realization of strategic outcomes as well as those business essential tasks that are part of the employee’s job description. That takes dedication, commitment and drive. Yes, what we are talking about the importance of creating passion in our workforce for strategic goal accomplishment - and there is research to back up this assertion.
The “Not So Dirty” Five-letter Word: The Use of Power In Change Management
Why is it that most managers shy away from the “power” word? This appears especially true in a society where attitudes of entitlement prevail and empowerment is a popular leadership notion. The word “power” has negative connotations. Yet a dictionary definition of power is the “ability to act or produce an effect”. It turns out that power, when applied appropriately, is exactly what it takes to promote action and make transformation happen. But it needs to be the right type of power.
In this post, we will review the types of power, referred to as "Power Centers" and discuss how to best leverage them.
Why Should I Trust You As My Leader?
It happens all the time. We “require” the employees of our organization to blindly trust in the changes we implement, although we haven’t fully explained the transformation and the reasons behind it. Quite often the change and the reasons behind it might seem quite obvious to those who have the inside information and are part of the management inner circle. To employees outside of the circle, however, the change causes impact, discomfort and anxiety. As executives of our organization, should we expect compliance and blind trust, or is the responsibility on our shoulders to communicate and lead?
Management vs. Leadership: What Do You Turn To For Transformational Change?
When a company seeks to make transformational change – the type of change that is defined as an organization-wide cultural shift that takes place over time as the result of a change in the organization’s underlying strategy and processes. How to successfully transform an organization is a topic of much interest and debate and what we’re talking about here is the difference between management and leadership and which is more likely to be the driving force behind successful transformation.
Change Agents: The Power Behind Effective Change Management
Change-agents are those within our organization who help facilitate strategic transformation. We need change agents on our side to clear the path, especially when it comes to making “game-changing” change. But how do we enlist the type of change agents to make critical changes possible?
