Articles tagged "Organizational Change"
Your Workforce’s Composition is About to Change
If you haven’t already had enough surprises and challenges this year, get ready for another leadership challenge: Your workforce’s composition will change more than you expect in the next 18-24 months.
Marry Your Values to Your New Work Culture
As you continue to refine your organization’s current work culture, whether remote or in-person, don’t forget your organization’s values. Your organization’s values are your organization’s ‘House Rules.’ They define the behaviors that are expected, day in and day out, of everyone who takes a paycheck from your organization or who represents it. If someone doesn’t want to abide by your organization’s values, fine. They are simply choosing to work someplace else.
6 COVID-19 Induced Reasons Why You Should Scrap Your Current Strategic Plan
When things start to settle a bit in your world as you adjust to the new reality caused by the global COVID-19 Pandemic, be prepared to dramatically revise your strategic plan. It’s no longer strategically viable. Whether your operations experience a positive or negative impact for two weeks or two years, the future work world you were envisioning when your plan was created no longer exists.
Why Are We Still Doing This?
During a recent quarterly strategic plan update session, the CFO had an epiphany. We had been discussing what they, as the senior staff, had done to communicate their new vision and mission to all staff. We had also discussed what they would be doing next to work with their teams to help them understand how each team’s efforts should support the new vision. As part of that discussion, I suggested the senior staff ask themselves and their teams this question: How will this (process, initiative, project, etc.,) move our Vision and Mission - and those we serve - forward? As we discussed this question further, the CFO sat back with a somewhat stunned look on his face.
Are You Building A Solid Leadership Foundation?
One of the many pleasures of my work is that I have the opportunity to observe, work with, learn from, and laugh with some incredibly good leaders. I also am able to experience others, who, though well-meaning, create more work, confusion, and frustration than they realize. One of the fundamental differences in these two types of leaders is that those who I view as ‘good leaders’ intentionally reassess and develop their own leadership skills while they dedicate time and resources to developing the leadership skills in others. Why? Good leaders realize one simple truth: The more skills their teams have, and the more united they are in their actions, the stronger they will perform. Win - Win - Win.
