The One Thing Leaders Need to Know
What is the one thing leaders need to know to ignite and sustain transformation? When offered a choice between the path to evolution and the path to stagnation, people will choose….
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What is the one thing leaders need to know to ignite and sustain transformation? When offered a choice between the path to evolution and the path to stagnation, people will choose….
You have a vision that involves leading culture change. You selected a change sponsor and have identified clear goals for you team. If you think your role ends there, get ready to watch things fizzle. You can delegate some roles and actions, but you absolutely must maintain visibility as the Chief Culture Change Officer and sustain four ongoing commitments to action.
People are more inclined to implement ideas they helped develop than ideas developed for them. The reasons are simple and straightforward. The drive for Identity, knowing and being valued for who I am, is an important force in the western world. (Some cultures are driven more by group identity.) We like to see the our identity played out concretely, by way of what we produce and our affect on the world around us. Ipso facto – when leading culture change get the people’s fingerprints on the clay that molds the change.
Leading sometimes requires that you step back to lead forward. Learn when, why, and how while discovering a law of organizational physics.
Recently I attended two different meetings in which two different executives enlisted people to lead a specific change initiative. Each of these two leaders did something I call small actions BIG RESULTS.
A tale of one extraordinary leader, one great manager, and why both are needed.
Put on your sunglasses, grab your beach blanket, watch the children at play and learn along with me. Mandated change doesn’t work in the long run. For lasting results turn instead to inspired and organic change.
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