While listening recently to an excellent audiobook by James Hunter (The Servant Leadership Training Course), I was not surprised to learn that on average only 10% of corporate leadership training attendees implement sustained behavioral change. This factoid confirmed what I have observed over the past 30 years: that training programs often get people’s heads nodding about the need for personal change, but then fail to drive change.
Posts Tagged ‘change management’
Last summer I was invited to visit Procter & Gamble’s headquarters in Cincinnati. I was filled with nostalgia, for that is where I began my career in marketing and general management long ago, and I had not been back in over two decades. At first I was struck with the strangeness of the place. There was a coffee bar in the lobby, turnstiles blocked the elevators, and I recognized few faces. But by the time I left, I realized that the truth was more complex, and therein lies the secret of P&G’s continuing success.
[This post is excerpted from our new ebook, ROADMAPP]
Have you ever gone to bed smiling because you knew that in the morning someone would hand you an urgent report or confirm a critical meeting or handle a crucial situation? Then not been able to sleep the next night because the big event didn’t happen?
Happens all the time. Schedules slip and no one tells you. People promise to do something and forget. Or maybe hope that you’ll forget.
That’s where Accountability comes in. Read the rest of this entry »
Many managers got to their positions by being very good at a particular function. Not surprisingly, they want to be deeply involved in their subordinates’ projects – after all, the manager has been doing it longer and more successfully. Almost always, he has a better idea and doesn’t hesitate to share it. Unfortunately, this is often counterproductive. Subordinates feel stripped of ownership, become demotivated, and perform poorly.
Fortunately, you can reprogram yourself to stop micro-managing. Here’s a straightforward 5 step process that will wean you from your bad habit and help liberate your team’s potential…without abdicating your responsibility to get great results. Read the rest of this entry »
SUMMER VACATION! Following is a reprint of a popular post from earlier this year:
Doesn’t it seem sometimes like the world is filled with irresponsible idiots? Wouldn’t your job be easier if they just got a clue and did what they obviously need to do?
Let me give you an example of corporate idiocy. Read the rest of this entry »
When I look back on mistakes I’ve made over my career, I find the same scenario repeated with embarrassing frequency: another manager opposed change that I was trying to implement, and I saw him or her as my enemy. This is top of mind this week after rereading a lecture by Susan Skjei of Naropa University, where I recently completed a course called “Authentic Leadership.”
One of Susan’s points is that all change provokes resistance. If there is no resistance, chances are the change is either illusory (a repackaging of the status quo) or bound for failure.
In other words, resistance is not only natural, it’s a signal that we’re on the right path. Read the rest of this entry »