one BIG CONCLUSION I’ve made after 20 years of helping people change and develop is that experience is the best teacher.
But do listen to the thoughts and opinions of people you like and trust.
However, their experience will look different from yours. Their truth might be different, too.
Sources of inspiration are many. The one source of truth is your own.
WARNING: If there is a part of yourself that you are hiding from, it will not stay hidden for long. Not if you embrace these ideas.
…change is vital to growth. However, people are resistant to change. Therefore, you have to build a compelling case for it to catch fire.
If there are no clear or immediate benefits, get creative and dig deeper – every cloud has a silver lining…and not always on first sight.
In this post, I provide 2 principles, 2 questions and 2 actions to help you understand your fears so you can release them and embrace change…
If you lead and manage people, you often need to look below the surface to uncover the real but hidden thoughts and feelings…
Once aware of where your people are, you can plan and implement effective interventions for a healthy workforce that can survive and thrive in times of change.
…a head of department who’d like to help lead her people through a change:
Before she can win support for the change, she has to communicate in a way that inspires her key stakeholders (must-have #1).
Next, she has to collaborate in a way that motivates her partners and stakeholders to take action (must-have #2).
And before she can lead or influence anyone to do anything, she has to connect with them on a human level must-have (#3).
To improve the results of your direct reports and key partners, you need to start asking better questions.
And not just any questions – Powerful questions that lead to better results.
Mixed messages can cause conflict, confusion and worse.
Mostly, they make clarity impossible. Without clarity, nothing works.
If you want to lead change, inspire others to action and help your team perform at its best, your communication has to be CRYSTAL CLEAR (especially when virtual!).
Your ideas and arguments can always be more convincing. You can always be more persuasive. From a complex political issue to a change initiative at work, a lot of people are sitting on the fence. So if you feel strongly about the merits of your idea, help them make up their mind.
Under multiple lockdowns, working life has changed forever.
The truth is, everything will look differently tomorrow than it does today…or at least that’s how I feel with my work situation. Some days I’m optimistic that we’re going to all come out of this stronger than before…other days I feel like this is just the beginning of future catastrophes that will make this one seem mild.
Bottom line – we’re all in this together. So what ever happens next, it’ll happen to all of us.
From psychology to neuroscience, the findings are conclusive – Storytelling works. The challenge is knowing how to harness and leverage it.
This article presents a simple, yet powerful approach: “Here is where we are. Here is where we want to go.”
Your primary goal as a leader should be to creating a place where people are attuned to the same truth and connected by the same vision.
…it’s unfair and even dangerous to ask or expect people to act happy when they don’t feel like it, I do believe that it’s important for companies to value the physical and emotional well-being of their workforce.
Furthermore, I believe it’s more important for them to act on what they see and hear from their employees. That is, if they really want to improve it.
Therefore, I welcome the mindfulness and yoga incentives…ones without unrealistic expectations attached.
Provide me with free coffee in the office and I’ll be more alert. But don’t expect a testimonial of gratitude for it. Offer yoga class on Wednesday nights, but don’t monitor my attendance.
Have you ever experienced this The Vicious Change Loop below?No matter how high-performing your team or how agile your organization, I'm sure you have.If the WHAT, WHY, HOW & WHEN for a new change are not clearly communicated, people will fill in the ...
To survive and thrive in the complex modern workplace, your team needs these 3 characteristics:
Diverse – a good mix of functions, disciplines and experience.
Agile – the ability to adapt well on short notice.
Influential – made of people with influence in the organization.
PRO TIP: If your team doesn’t have these characteristics, make the necessary adjustments. That is, if you want to be seen as a top team or project leader in your organization.
