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Leadership Styles - the Amazing Story of the Hawthorne Effect
I have long held the view that successful strategies for managing change and the leadership styles that support those strategies are people centric rather than totally process oriented. Whilst undertaking research for a section of my website I came across a very interesting experiment.

Leadership Styles - 5 Tips From the Guru
Sometimes I feel like the guy who's climbed the distant Himalayan peak to sit at the feet of the guru and discover the keys to the meaning of life the universe and everything. In my view, in the world of change management and leadership and inspirational motivation Jon Katzenbach, CEO of Katzenbach Partners, is such a man. He has built a career out of figuring out how the to inspire people...

Strategic Leadership Questions - 10 Key Things to Get Right Before Initiating Change
Before starting out on your change management initiative - some strategic leadership questions to ask yourself. This list is not exhaustive but is intended as an aide-memoire to kick start your thought processes and to help you avoid the 70% failure rate.

Kubler-Ross - How to Deal With the Pain of Change - The Change Roller Coaster

Elisabeth Kubler-Ross was a Swiss physician/researcher who undertook seminal work on the grief process. Many regard her as the mother of the modern hospice movement. In case you are wondering what all this has to with change management and strategies for managing change, the connection is quite simply that her model [though evolved within a clinical environment] was found to have a far wider application to people experiencing any bad news...

Define Leadership - The Missing Key Success Factor in Change Management
How you define and exercise leadership in the present climate will be a significant determinant in your organisation's fortunes - and especially in the context of change management. But so often in change management situations the emphasis is on the process and the management of the situation and not the leadership...

Benefits of Change Management - Are There Any? By Stephen Warrilow Platinum Quality Author
Are there actually any real tangible benefits of change management? Are there any strategies for managing change that can identify and deliver the benefits of change management?

How to Manage Change - 8 Guiding Principles From John Kotter

There are many theories about how to manage change. Many come from change management guru, John Kotter, a professor at Harvard Business School. Kotter introduced his eight-step change process in his 1995 book,"Leading Change." There are many aspects to Kotter's 8 principles of how to manage change that resonate with, and are totally consistent with, the holistic and wide view perspective of a programme based approach to change management...

Incremental Change - Or Step Change? The Biggest First Decision in How to Manage Change
I often get asked the question: "In your experience, what is the single biggest issue affecting directors who are considering or embarking on a change initiative?" This is good question and hard to answer because there are several key things that need to be addressed. But the single biggest early decision is to decide how to handle the change...

The Blueprint - What Actually is the Point of All This Change? Why Are You Doing it?
The Blueprint is just a fancy term for a description of how your organisation is going to look after the step change. As you create a programme, the more detail and clarity you have about this, the greater the chance you have of being able to communicate it to your staff and customers - and the higher the possibility that you will actually achieve it.

The Tao of Change - Zen and the Art of Change Management

We are so naturally focused on the "left brain", structured, analytical aspect of change and how we manage it - it's as though it's our hard-wired default setting. Maybe there is another dimension, to how we interact with change - a more "right brain" approach that allows us to experience a wider view and that demands a high level of self-awareness and emotional intelligence? Could it be that how we are, is as important as how we do it?

Kurt Lewin - The Iceman Cometh! How to Manage Change - Freeze - Unfreeze - Freeze

In the early 20th century, the psychologist Kurt Lewin developed the model - known as "Lewin's Freeze Phases" - and which still forms the underlying basis of many change management theories models and strategies for managing change. In my view there is value in Lewin's model in that recognises that (a) people are "stuck" or attached to "how things are" and thus potentially resistant to change, and (b) that there are stages to change process and the change experience.

ADKAR Change Model - An Evaluation of Its Strengths and Weaknesses
The ADKAR change model was first published by Prosci in 1998. Prosci is the recognised leader in business process design and change management research, and is the world's largest provider of change management and reengineering toolkits and benchmarking information...

Barriers to Effective Communication in Change Management - But Do They Feel What You Are Saying?
The single biggest barrier to effective communication in a change management situation is quite simply the disconnection between the change leader and those who are or will be impacted by the change. Here are 5 proven barriers to effective workplace communication in change management.

Situational Leadership Theory in Change Management - Different Strokes For Different Folks
Given the catastrophic 70% failure rate of all change management initiatives, the quality of leadership exercised is clearly a significant component in reducing this risk. In essence, situational leadership theory emphasises 2 areas.

Toxic Leadership and Change Management - How to Spot it, Deal With it and Avoid it
Toxic leadership is all about the abuse of power and its destructiveness. In change management terms, having anyone in a leadership or a management position in your organisation who displays these characteristics is like a poison that needs to be identified and eradicated at the earliest opportunity. There are a number of defenses to toxic leadership...

Organisational Culture - Will Over-Ride Education, Intelligence and Common Sense
Organisational culture is the single biggest determinant of how an individual will behave within a business or organisational environment. It will over-ride education, intelligence and common-sense...

Why Use a Change Management Consultant?
Why use a change management consultant? This is a very good question because unless you are very clear about exactly what sort of help you need I would just simply say don't...

Introducing And Managing Effective Change
Change is a fact of life. Managing change brings challenges for even the most experienced of managers, yet it's how it's handled that can shape a career...

Changing Your Ideas about Employee Motivation

Most managers believe that the best way to motivate employees is with external rewards-money, perks, and other dangling carrots to get people enthusiastic about their job. But according to Daniel Pink in his new book “Drive: The Surprising Truth about What Motivates US” motivation is created internally not externally and depends on peoples ability to make decisions about their own lives, to learn and create new things, and to better themselves.

Change Management
In order for a company to be a success, change is necessary. Without change, of course, companies cannot better themselves, provide more opportunities and prosper. Change, of course, can be negative, but improvement requires change and improvement is what all companies should strive for. But what about the transition that comes with change?

Being Genuine Why Conflict and Confrontation Is Good During Uncertain Times
Genuineness is a learned behavior and skill each person brings to the team. The good news is that being genuine can also lead to conflict and confrontation which are important for organizations in uncertain times. This article reviews the value of confrontation to growing and thriving organizations and offers six ways to instill genuineness into the workforce.

The First Five Percent of Strategic Change Management
My approach to strategic change management that says the quality of the first five percent determines what happens in the rest of the process.

Three Essentials of any Change Management Model
Three key principles to any change management model.

Crisis Creates Leaders

What a profund statement. Crisis creates leaders. Crisis is certainly more prevalent and dramatic during tough economic times. It is no wonder that we are all being tested during these tough economic times. We must recognize and understand crisis and change management during these times to become more effective leaders to reposition our companies to thrive during recovery. This requires specific recovery and repositioning strategies.

Change Management - Obama Style
In the end President Obama got what he wanted-significant change in health care legislation. What lessons can change managers in organizations learn from the year long battle between the Republicans and the Democrats over this issue? And what grade can we give the Obama administration for managing the process. John Kotter’s change model is a useful analysis tool for this job.

10 Tactics to Great Change Management
Change, ironically, is one of the great consistents in the world. In business, just like any other environment, we are faced with a seemingly endless pace of change. So, as manager, we have to handle it...

Have You Heard of These Groups?: TWITS, NETTELS AND THE DOWNAGERS
HR professionals should be on top of changing demographic and social trends. As new trends emerge new labels are given to demographic groups (remember the 1980s and 1990s when terms such as “YUPPIES” and “DINKIES” emerged?-for the record, YUPPIES translates into Young Urban Professionals and DINKIES translates into Double Incomes and No Kids).

What is a “Meta” for? (Make that Metaphor)
Many of us think successful executives are 800-pound gorillas in the corner office. Big, brave, and bold. In reality, of course, many successful managers are owls, foxes, sharks, or even turtles. I am speaking, of course, in metaphors.

Change is a Fact of Life --- Six Keys That Make a Difference

Without change your company becomes stagnant, uncompetitive and boring. A leader's major responsibility is to create change, instigate change and then manage change effectively. In spite of the fact that creating change is a key competency required to be an effective leader, most people resist change. This includes leaders themselves. However, effective leaders accept change as a positive force and they are able to convince those that follow them that change is nothing more than a roadmap to a new and better destination. How do these leaders minimize that natural born resistance to change?

New Recipes for Management Success
Sometimes it's good to find out other perspectives. So often it's easier to sit with ourselves and believe our management capabilities are adequate enough. Maybe it's time to wake-up...

Organizational Change - Of Ferns and Fractals

Last time your took a walk in nature did you ask yourself “who controls all this stuff?” I would venture to say that you did not. Most of us take a walk just to enjoy the fresh air-but not Margaret Wheatley. Margaret looked at the natural world and asked herself: “how can there be so much order in a nature without anyone in control of it?”. For example how is there so much symmetry in a plant such as a fern?

Icebergs, Polar Bears, and Change Management

Vanishing icebergs and distressed Polar bears have come to symbolize the effects of our changing climate. The iceberg has also been used as a metaphor for change in organizations. The “Change Management Iceberg” developed by Wilfred Kruger offers an explanation of why many organizational change efforts fail. Above the waterline are the three areas of concern of most managers–doing things faster, better, or cheaper.

Change Management Best Practices

Organizational change provides the opportunity for organizations to build more focused, disciplined, and mature businesses. This opportunity comes with significant financial risk if changes are not planned and managed proactively. Change management is primarily concerned with how to understand, engage, respond, and communicate with PEOPLE. A solid vision, senior management sponsorship, and having the right people in the right roles, are the key success factors for implementing a successful change management campaign. Use our Change Management Readiness Assessment to measure your readiness for a major organizational change.

4 Ways To Get Employees Excited About Their Work

These words of wisdom are from the Zig Ziglar who was talking in the 1960’s about employee motivation in times of change – but his words seem to apply as much today as they did back then. The work climate in many organizations is not conducive for employees to expect the best – in fact many are preparing for the worst, while the wisest employees try to take advantage of any and all opportunities that come their way.

All Decisions Involve Change Management: an insurance case study
Without buy-in, nothing changes. If the group or person deemed change necessary, it would have happened already. So whatever state the status quo is in is the preferred state: no matter what you think is wrong, or how your wonderful solution would make it better, it ain’t going to happen unless the status quo is willing to change. And change means change management is necessary.

Be a Change Management Rocket Scientist

When you get down to it, change management is a pretty “soft science” – a combination of ideas from organizational psychology, sociology, cultural anthropology (and some other things ending in “ology” that I can’t remember). This, however, does not impress our friends in the “hard sciences” (engineers, chemists, physicists and other things not ending in “ology”). These guys become suspicious if you talk to them about things you can’t put in a test tube. “Show me the empirical evidence” they say when you talk to them about the soft-side of organizational change. “I want to see the data” or “give me the formula”. This is when a change manager turns into a rocket scientist and pulls out their secret scientific weapon the CHANGE EQUATION!

Looking with Fresh Eyes
There are times when we need to take a fresh look at our business and our lives in general. When is the last time you took a fresh look? This holiday weekend provides all of us with a unique opportunity to take that step.

Change is Inevitable
Want to know how to implement change in your organization without reducing productivity, causing stress, and starting a rebellion? Here are some tips.

Selling Change
If we're to learn from history, then we must accept the fact that change - either in the form of innovation, continuous improvement or both - is a critical component of growth and ongoing success. But, truth be told, people tend to resist change; so, how might we, as managers or business owners best go about getting the team to accept it?

Big Bird’s Guide to Change Management - Learn your A, B, C, Ds

In the 1950s, psychologist Albert Ellis introduced Rational Therapy in which people were taught the A-B-C-D approach for dealing with uncomfortable situations. The A-B-C-D approach states that when a person is confronted with an adversity A, their beliefs B, will influence the way they respond to that adversity and lead to emotional and behavioral consequences C. If the beliefs B, are rigid, absolute, and unrealistic, the consequences C, will likely be self-defeating and destructive. If the beliefs B, are flexible and constructive, the consequences C, will likely be self-helping and constructive. People can change their lives and their consequences by D, disputing and challenging their beliefs.

Resistance to change: inexplicable, irrational, and real

When it's time for us to change, we must make sure that we somehow integrate the new with the decisions and behaviors we've already created and maintain daily. Until or unless we are able to figure out how to reconfigure our rules and roles and relationship and ego issues, we will take no action at all - even if it means sticking with something that's less than successful. That's right: even with a 7% closing ratio, many many sales professionals would prefer to continue doing what they are doing rather than change and mess up what they have grown accustomed to and have rationalized and internalized.

Staring Down The Change Elephant - Just Letting Go!

The single biggest reason for the failure of organizational changes is that no one has thought about endings! When changing things for the future many people forget they must let go of some things in the past or present. While the first task of change management is to understand the desired future, the first task of transition management is to convince people (maybe yourself) that you have to leave the past behind.

Change Management Led Zeppelin Style

Stephen Covey, author of The Seven Habits of Highly Successful People, tells us that: “Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall.” Organizations choose a wall against which to lean their ladder. The ladder represents the work that needs to be done to get to the top; the wall represents the field of endeavor – the product or market selected to work in. The thing is, once your ladder is against a particular wall and you are half way up it, it takes a lot of extra effort to climb down again and move the ladder to a different wall (metaphorically speaking of course).

Are you ready for change?
Change can pose a real threat. A lot of managers talk to me when their organizations are going through change, or when their teams are not performing at their best. “How do I get this member of staff to see things my way?”

The Secret to Staying Young
None of us likes change. We become comfortable in our little bubble. But we have to change in order to survive.

Who are you blaming for your short comings?

Welcome to the New Year! I hope you are feeling as refreshed and inspired as I am! But then, late last year, I did have the opportunity of hearing His Holiness the Dalai Lama, Tenzin Gyatso, at the conference ‘The Mind and its Potential’ in Sydney. It was an amazing experience. I came away both humbled and enriched, with my mind buzzing! I’d like to share with you some of the things I learnt.

The Definition of Strategic Planning: A White Paper
This White Paper aims to more definitively define the term, “Strategic Planning” in its corporate context and explores the basic components of what should be done in the planning process to make it worthwhile - delivering value, profits and securing competitive advantage.

“Do Something” - An original Approach to Managing Change

There are lots of change management models out there (McKinsey’s 7 S model, Kotter’s Eight Step Model, to name but two). A change model put forward way back in 1947 by Kurt Lewin called Action Research (AR) often gets overlooked. While many current models put the emphasis on planning and analysis, Lewin emphasizes taking action and then learning from the results. Learning from experience (always a good thing!) is what AR is all about. In AR you pretty much dive right in with an intervention in a real world system with the aim of improving things then you closely scrutinize the effects of your actions.

The Biggest False Assumption in Sales
For whatever reasons and with few exceptions sales training, education and/or discussions operate from the premise that the prospective buyerss have in fact recognized and managed their internal issues. That one (1) false assumption is responsible for an almost unbelievable volume of lost revenue and protracted sales cycles.

Timeless Wisdom For Modern Leaders - Lead Through Change
King Solomon, universally acknowledged as one of the world's wisest leaders, applied leadership principles that are as relevant and powerful today as they were in biblical times. This article examines the importance of leading through change.

Keeping the Change Process Cool

In this hot summer weather, life is all about staying cool. If you are managing change you may also need to find ways of keeping the change process cool – people can sometimes get a little over heated about change! For people to make significant changes they must feel some heat with the current situation! People will not usually change until it gets too hot where they are. On the other hand, humans have a built in desire to stay the same. In medical terms, the process of seeking balance is called homeostasis.

Team Building to Support Change Management

Team building is conducted for a number of reasons, however there is a misconception on what team building really is. There are two parts to team building; the attitude or sense of teamwork that is developed and the actual formation of a team based on desired skills and abilities members should have in order to meet business objectives. Business process management (BPM) consultants collaborate with executives and managers to establish objectives. These leaders then empower teams to enact change.

How to Thrive on Change in the 21st Century

People love change and they hate change. They want to see the models of the new automobiles for the next year, but they hate the fact that they have to change their area code on their telephone number (and everything else that has their telephone number on it). They love the fact that their new cellular telephone has the latest upgrades on it, but they dislike the chore of having to sort through their trash and put recyclables in a separate container. They like the idea of ATM machines but fear the loss of their job due to a downsizing of their company. Learn the 4 A's in dealing with change and learn how to use it to your advantage.

Accelerate the Pace of Change
It may seem counter-intuitive, but the best way to lead in a time of accelerating change is to keep the foot on the accelerator.

Commit to Change
â€œA man must be big enough to admit his mistakes, smart enough to profit from them, and strong enough to correct them.â€ - John Maxwell

Change Reiliency at Work

Change today happens rapidly. No longer are there short periods of change, followed by long plateaus of stability. Most of our lives today are a continual, unrelenting series of changes, with little time for self-renewal. Keeping you energized, optimistic and inspired in the face of change demands specific skills. You need to learn how to respond quickly and flexibly to new demands. These skills are called change resiliency.

Why Have We Always Done It THAT Way?

As you're continuously challenged to achieve more with fewer resources, at some point you start to wonder if you're trying to squeeze blood from a turnip. While it may not be possible to get vegetables to bleed, there are still countless opportunities to find a better way. What keeps us from pursuing them? Sometimes conventional wisdom can get in the way. By asking "Why Have We Always Done It THAT Way?", I briefly take an unconventional look at conventional wisdom.

Seven Change Management Secrets to Creating a Winning Culture of Change
The best organizations create a strong culture of change management. In fact, management at these organizations is constantly encouraging change for the good of the overall organization. The following are seven change management secrets to creating a winning culture of change.

Five Leadership Secrets for Challenging Times

We consistently face new and ever growing challenges in the workplace such as reorganizing, downsizing, and “left out sizing.” We are faced with the question, “How do we lead in this storm of change?” It may seem difficult at times and the decisions we make define our short-term and long- term outcomes. I will share with you five leadership techniques guaranteed to keep you on track during these difficult times.

First Engage Your Team - Leading Change Effectively
Effectively leading change lies in your ability as a leader to implement. Your ability to motivate our employees to embrace the change and take action. Leaders who are highly skilled at change management understand that in the early stages their EQ (emotional intelligence) needs to be higher than their IQ.

Resiliency Lessons From The Chilean Mine Triumph
The author of The Resilient Spirit book offers insight into the resiliency and self growth lessons taught by the thirty-three, brave Chilean miners who were trapped at the bottom of a mine for sixty-nine days.

Innovation In A Static World
Everett Rogers' theory on the Diffusion of Innovators. Rogers was a sociologist who, at the age of thirty, wrote that diffusion is, "the process by which an innovation is communicated through certain channels over time among the members of a social system." Rogers basically demonstrated that change agents can be broken down into their rate of adoption.

How to Manage Change - Tell Your People Why the Need For Change
How to manage change - and at the speed of change? How to deal with the turbulence? This is challenging and of all the current strategies for managing change it's a perspective that is increasingly relevant in the current climate.

Leadership Styles - 3 Key Lessons From the Hard Man Who Found His Heart
I am constantly on the look out for interesting and informative stories and illustrations of leadership styles that support successful strategies for managing change - and especially ones that are people centred as well as process focused. In the course of recent research I came across the very interesting story of the man of nails who found his heart...

7 Keys to Managing Change
While change is inevitable, it is not something all of us like. Find out how to manage change better with these 7 secrets.

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?

Setting the Bar Higher As a Top Sales Manager

I just love the "corporate sales buzzwords" don't you? Some of my personal favorites: "We need to start thinking outside the box" "Let's take a deeper dive on that..." "We need to give it 110 percent!" "Let's create a win-win for the customer" "It's all about change management" "Let's take that offline" "At the end of the day..." "Let's produce some strong organic growth" And my personal favorite: "We need to set the bar high" I once heard an expression that stuck with me on the use of profanity in speech. I may not have it exactly right, but it goes like something like this: "The use of profanity is the work of a feeble mind trying desperately to express itself" I do have to admit, I do swear a bit...but I never (any more) use cliched corporate sales "buzz words" in front of my sales team.

The Best Way to Manage Your EMR Project
To attain best results with your electronic medial records (EMR) implementation plan, a certified project manager should lead the effort. By managing time, scope, and budget while planning to adapt to unforeseeable events, your practice's implemenation plan can last through the trials and end up a success.

The Dawn of Something New
January 2011 is the start of something new. Change is in the air. Perhaps we need to think a little about what makes us contemplate change as well as our role in facilitating any change that is required.

The “Not So Dirty” Five-letter Word: The Use of Power In Change Management

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 article on change management, we review the types of power available to organizations, referred to as "Power Centers" and discuss how to best leverage them. Potential change agents tend to possess power, but some “power types” are better than others when it comes to selecting change agents.

Managing & Motivating Teams
This can be a big subject but, like many other seemingly complex subjects, it can be translated into some basic, quite simple, principles and processes. So, that's what this article does. It explains in simple language how to build, manage and motivate teams to achieve specific tasks, projects and goals.

Classes to Motivate and Manage a Team:
Team management courses will focus on skills to help the team building. In all team building, training seminars, managers need to develop a course of team dynamics and also learn how to use the dynamics of their team as a tool to improve communication and performance.These classes train members how to use many techniques to motivate and create team unity.

Change Management - Some Basic Tactics For Managers
Change has become a source of fear in many people, especially for those in the business sector. It is looked upon as something that signals the coming of difficult times. If members of the workforce would just view the change without bias, it can be proven to be far from what its reputation stands for.

Easy Tips To Help Your Employees Whilst Managing Change
Change is a process that must be pursued for growth and development to occur, especially in business. Many in the workforce, however, see change only with fear and hesitation. Nevertheless, if viewed with optimism and open-mindedness, change may prove to be beneficial and advantageous, not just for companies and their senior management, but for regular employees too.

Build Employee Relationships To Manage Change Effectively
By building relationships regularly, upfront with all your people - you will develop trust so that change is far easier. And, in this rapidly changing world we live in, change is here to stay.

How to Manage Change
There is a frequently-quoted statistic, which may not be strictly numerically accurate but certainly has the feel of truth. 75% of all change initiatives adopted by organisations fail.

How do you manage a team that is already doing well. What do you bring into the team?
What a great question. It is rare that I read something like this and it inspires me to say the least. No doubt, this situation did not occur without much work and intervention (when necessary).

Dealing with Business Change
Change is all around. It is something that no-one can avoid, especially for those in the corporate world, because business change is always looming around the corner.

Living with Change and Facing It with Acceptance
In today's economy, recession is pretty much the name of the game in many organizations. In such difficult times, it's inevitable change will come. And whatever business you're in, people are going to be affected...

Reminders on Engaging Employees in Change
Even if change is ever present in people's everyday lives, there are still a whole lot who find it discomforting, especially when they are not prepared for it or if it is imposed on them. There is a way forward...

Managing Change By Listening Hard to Feedback
Managing change brings moments of challenge, that's for sure. And it can be tough trying to get it right each step of the way. Remembering that your people are an asset that can be utilized - in more ways than one - is an opportunity not to be missed.

Effective Change Management Comes Fully Inclusive
Change can be a very uncomfortable place to be. Particularly for employees, there are many times where imposed change can make them feel powerless, out of control and ultimately, this causes fear, resentment and lots of other negative emotions. There is a way to make them feel much better and keep onside the positive asset they already are...

Managing Change - Keep Focus on the Day Job
When your people are implicated in changes you are making, it can be a challenge to keep them focused on keeping their output up. It's your vital role to help keep them focused on the day job, whatever else is going on...

Making Business Change Normal
Change management can often be seen as delivering discrete activities towards a defined outcome. A series of changes in any organization requires a plan of action for delivery, which once complete, means we can get back to the day job. Yet that's just the time to think of change again...

The importance of self esteem

Having a good self esteem depends on many factors. Everyone is different; each person will need to identify what self esteem means to them and what they want in life and in their career. We are often fooled by the adolescent rose coloured glasses and many (regardless of age), think that they will live happily ever after. Not surprisingly those who subscribe to this myth are often sadly disappointed and spend a lot of time wondering what happened – why didn’t they get what they want and thought they deserved.

Its not fair!
As a leader or manager do you aspire to be fair? If you do, stop!

You didn’t say I’d be fired!
Do you get frustrated when something you say which is obvious gets misinterpreted?

Always isn’t every time
As a manager, do you and your employees have miscommunications?

Just the facts
Do any of your direct reports (or for that matter, anyone at all!) continually challenge you in an unproductive way?

My employee seems to be sick on Fridays and Mondays
Do you have an employee who takes advantage of the system?

That person has a difficult personality
Does it irritate you when one of your employees, peers, or boss is very difficult?

Gen X, Gen Y, Gen whatever
Do you have opinions on someone based on their age?

The Facebook Revolution
Do you wonder what your employees are doing on their computer?

Not listening can be catastrophic
Do you feel your reports are not listening to you?!

Dealing with Morons
Do you ever think you’re working with people who don’t know what they’re doing?!

The $64,000 Question
Do your questions lead to solutions or more problems?

Dirt on the car
DO YOU STRUGGLE TO EFFECTIVELY MOTIVATE ANY DIRECT REPORTS?

Questions, Jeopardy Style
Do you find yourself stuck no matter what questions you ask yourself?

The questions which lead to nowhere
DO YOU FIND YOURSELF STUCK NO MATTER WHAT QUESTIONS YOU ASK YOURSELF?

My Door is Always Open
Do you ever commit to things which you possibly can’t achieve?

Major Change

We have no better example of how, in times of crisis, people pull together than in our own backyard. Look at the impact the storms and Cyclone Yarsi has had on Queensland. One of the biggest challenges facing any group of people is how to cope with a huge upheaval or change in their lives. In the face of fear and insecurity people come together and work as a team to get through. It is so uplifting to see the unselfishness of others who have left their immediate problems behind to offer help to those less fortunate. This same spirit should be used when facing major change at work.

5 Must Do's to Create Change on College Campus
As a student leader you have a vision that helps shapes the campus community. Be sure to use these 5 Must Do's to help create and sustain change through your leadership. Student leaders can be successful with change on campus by incorporating these into any change initiative. Student advisors can help student organizations be more successful by using this change model as well.

Strategic Planning - Business Executive Essentials - Part 6 of 12

The article series was prompted by the ongoing quest business executives endure trying to improve their company's performance by laying out a better business plan and strategy. Over the past five weeks, we have been exploring the critical components to good strategic planning. In last week’s article, we left off on the sub-topics of change management and communication. Change management and communication sub-strategies are far too often underestimated in terms of their importance and impact to strategy implementation.   We continue the series this week with more discussion on those topics.

Want to Boost Technology Sales? Incent Your Support Staff
Clues for sales are everywhere, and many times they fall in the lap of someone who is not part of your company's sales team. While most of these leads are passed along to a sales professional, it's not a bad idea to provide incentives to the support team to continue to look for clues.

Where Passion Meets Mission
Employee engagement is often the rallying cry for companies seeking to maximize productivity and retain valued talent. However, by not digging into the essence of who people are at their core and aligning the talent with the work that needs to be done, most companies are missing and mightily the talent treasure they already have.

Change Leadership Management
Many small businesses experience change. Change leadership is the art of helping your team through the change management cycle. Each person shows different emotions and behaviour during change. It’s perfectly normal to experience a real mix of emotions. Not everyone feels all of these feelings intensely and people don’t go through them by numbers.

How To Get Change Management on the Project Management Agenda
Change is successful when it is seamlessly integrated into the way the organisation operates... the essential ingredient for any successful change program is management and leadership commitment to the proposed strategy.

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?

Are We There Yet?
Successful business executive’s possess a vision for their organization’s developmental journey. They are tuned into the business strategy and know what milestones they expect to see; holding predictions related to how long each should likely take to be reached. But what if the top executive’s vision for the journey was more widely disseminated and fully understood?

Can We Remove Risk From Our Strategy?
If you could, wouldn’t you choose to test your organization’s strategy before gambling your business and your career on the assumption that the strategy is right? This article contains a short list of tactics to help remove some of the risk from your strategy.

Managing Change in Organizations: Lessons from the Best
IBM's Making Change Work Study survey draws some very powerful lessons on how best to bring about successful change in your organization.

What have I learned in 6 months of management? Part 1
I asked one of the managers I was coaching what he learned in six months of re-focusing on management skills. Each response deserves its own soundbite, because they all incorporate skills managers should use to avoid traps and pitfalls.

What have I learned in 6 months of management? Part 2
I asked one of the managers I was coaching what he learned in six months of re-focusing on management skills. Each response deserves its own soundbite, because they all incorporate skills managers should use to avoid traps and pitfalls.

What have I learned in 6 months of management? Part 3
I asked one of the managers I was coaching what he learned in six months of re-focusing on management skills. Each response deserves its own soundbite, because they all incorporate skills managers should use to avoid traps and pitfalls.

What have I learned in 6 months of management? Part 4
I asked one of the managers I was coaching what he learned in six months of re-focusing on management skills. Each response deserves its own soundbite, because they all incorporate skills managers should use to avoid traps and pitfalls.

The loud woman at Starbucks
Do you find any of your employees irritating?

Managing techies
Do you need to come from a technical background to manage technical people?

Motivation with consequences
How do you motivate someone to do something they don’t want to do?

Jumping to Conclusions
As managers and leaders, how do we put aside our beliefs and experiences when we’re listening?

What is their problem?
Sales professionals depend on knowing how to ask the right questions to discover the real needs of our clients. Often our clients tell us what they would like us to do, such as, "I need a solution on change management," but without telling us the ultimate result they want to achieve.

A Buying Decision is a Change Management Problem
The sales model focuses on needs assessment and solution placement. Buying is a change management activity. They are two different activities, done at two different – and opposite – points along the buying decision journey.

What is an Adaptive Organization
The characteristics of an Adaptive organization.

Do You Really Understand How Your Buyers Buy?
For decades, salespeople scrunched their faces when I mentioned "how buyers buy". I heard comments like: "I know what they need." or "I understand exactly how they buy: price, price, price." But sellers only close 7% of their prospects (and far, far less if using marketing automation).

What are the success habits that make up a great leader?
Election Day has come and gone. The president has been elected, and I would like to share something important with you. We're going to put aside the faults of both major candidates and talk about something more important. Leadership. Have you ever asked yourself “What are the success habits that make up a great leader and what can we learn from them?”

Change Management is an Oxymoron

A dubious consulting industry and "profession" has developed, claiming to provide "change management" services. Those two words make about as much sense together as "holy war", "non-working mother", "mandatory option", and "political principles". Many of the books, models, theories, and "processes" on change have come from staff support people, consultants, or academics who've never built a business or led an organization.

The Differences Between the Solution Sale and the Buying Decision: Let’s Go to a Wedding
Let’s say you were going to a wedding. You had the gift, decided on the outfit, picked a time to leave to get there on time, decided to use your car rather than you’re spouse’s, because it was more comfortable. Then you had to plug in the directions to your trusty GPS system.

SUCCESSFUL CHANGE MANAGEMENT

Many companies throughout New Zealand are increasingly puzzled as to why there is such resistance to change in the workplace. I believe the answer is the fear that the ‘thought of change’ evokes in people. Change in itself denotes the act or process of substitution, alteration or variation, thereby making something different. For most people this act of difference is threatening because it changes the status quo. Most of us like continuity, sameness and order because it is what we have come to expect. It asks nothing of us other than to be present. With change comes a threat, our perception of output and efficiency is suddenly being questioned and this creates fear.

Making the Transition
Consistency in any organisation is vital to ensure results. Leadership, structure, systems and consistent delivery create growth. But as organisational growth occurs and it outgrows its present structure and systems, then these need to change. A lack of change will cause instability and growth will stall.

Change Management: Getting People Excited About Change
Because of this scary world, people are resistant to change. Communicate differently and you can reduce resistance and get people excited about change.

TQM Implementation Process
While Total Quality Management has proven to be an effective process for improving organizational functioning, its value can only be assured through a comprehensive and wellthoughtout implementation process. We will try here to outline key aspects of implementation of largescale organizational change which may enable a practitioner to more thoughtfully and successfully implement TQM.

Managing Transitional Change
Beckhard and Pritchard (1992) have outlined the basic steps in managing a transition to a new system such as TQM: identifying tasks to be done, creating necessary management structures, developing strategies for building commitment, designing mechanisms to communicate the change, and assigning resources.

Change Management: Reducing the impact of Change

Change happens. We either initiate it or are part of it. We will cover keys to lesson the impact of change. These keys are to communicate truthfully, early and often and to make as few unnecessary changes as possible. Imagine a car making too sudden of a turn and flipping over. This is how sudden change feels in an organization. If the driver would have planned ahead, approached the curve at the right angle and speed, the car wouldn't have tipped over. And even with all that planning everybody in the car is still wearing their seatbelts-just in case.

Change Management

People sometimes think that if you’ve been in the business world for ten plus years, you’ve got all the answers. You know what it takes to manage your employees, manage your financial accounts, and run your business smoothly. And while that very well may be the case, no business person can ever think their job is done. In fact, change management is one of the most important aspects to running a successful business.

Meeting People Where They Are
Change management can be described as bringing a lot of people from different starting points to a single destination.

Starting a New Business: It's Not How Much You Prepare But How You Can Adapt

We tend to think that then we decide to pursue a business idea or venture, we need to be exceptionally well prepared. It may take many weeks or even months to research the activity and understand it extensively before kicking it off. If we go too far with this, it can lead to paralysis by analysis. Yes it’s important to be well prepared. But at the same time recognize that things do change along the way so it’s equally (if not more) important to be prepared to deal with change.

Using technology to drive business change
Although most businesses invest in technology to automate operations, few make the best use of this technology. This article describes how to unlock the potential within your existing IT systems and use technology as an enabler of business change.

For The Times They Are A Changin

What a great song by Bob Dylan. A real Classic. But it doesn’t matter if you are a Dylan fan or not, the times they are definitely changing. And how you respond to those changes makes a huge difference in where you go. How are you responding to the changing times? That is really what I want to look at today. How to help you begin to understand what you need to do to move forward and create success in all you do. So the question we tackle – how are you responding to change. How are you handling that fact that the economy is now different? How are you handling that it is not business as usual?

The Problems with Change Projects

It was recently reported by HR Magazine, that “Barely a tenth of change projects seen as fully successful, according to Moorhouse study” In as much as change as for quite some time been very much a part of corporate live, the findings of the report are sadly unsurprising. The real surprise is that it is reported as news. From a Machiavellian viewport, “There is nothing more difficult to plan, more doubtful of success, nor more dangerous to manage than the creation of a new system. For the initiator has the enmity of all who would profit by the preservation of the old institutions, and merely lukewarm defenders in those who should gain by the new one”.

PROGRAM MANAGEMENT PLANNING
Effective and efficient management of a contract is critical to its success. In addition, management methodology should be based on a clear understanding of the client’s requirements and past experience. Proactive management, direction, control, and motivation of project personnel are the cornerstones of successful management plans.

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