Change Bytes
Newsletter Archives 
 
  • I am a Rock - October 2011
  • Joint ventures have their challenges; collaboration is not for the faint of heart. If you decide to throw your lot in with others you can expect a good deal of surprising information, opposing opinions, differing objectives, and those ever popular power struggles and personality conflicts. Collaborate anyway. It's the only real path away from naval-gazing and onto excellence.

  • What Matters Now? - September 2011
  • What will your legacy be? When you leave the company, what will your employees and co-workers say about you? What will you have shared with them that is of lasting value? And, some day, when your children back up the truck and haul away your belongings, what part of you will remain in their hearts?

  • Are You Smarter Than a 2 Year Old? - August 2011
  • When did we stop scanning our worlds to see what else we could learn? What happened to us to make us so sure it's ok to operate on autopilot, at work, home and in our relationships? When did we get so grown up?

  • A Story For You! - July 2011
  • The story of the REAL Charlie Brown begs the question, What could you do today that might go down in someone's history as the luckiest day of their lives?

  • How's The Weather? - June 2011
  • Could environmental factors affect how a change effort is implemented? Could something as simple as where someone sits, whom they report to, or the proximity of the water cooler effect whether they accept an IT implementation or not?

  • What Are You Afraid Of? - May 2011
  • The classic reaction to unexpected events is fear, and, like those caught in natural and economic disasters, the fear of change also has a business face.

  • There's Wisdom in Crowds - April 2011
  • Good decision-making, and effective execution requires the wisdom of the group. It requires in-put from all levels, and a healthy dose of modesty on the part of the man or woman at the top. It's lonely at the top and working alone is ill advised for any leader. When change is in the air - it's the kiss of death.

  • Let's Talk About Power - March 2011
  • How would your direct reports, or your children, characterize your leadership? Do they see you as a leader who shares power with them, a leader who is adept at discipline and judicious when considering punishment? Do people feel powerful working with you, regardless of your title or position? We are seeing only too clearly what happens to leaders that rule by fear. If you're in a position of authority in your company, church or home...take a moment. Ask yourself, how well am I leading in my role?

  • How Much is Enough? - January 2011
  • When money is no longer an issue and you've topped any career goal you had for yourself, interesting things happen. You begin to wonder... what's next. Where do I go from here? What do I do now that I'm 40 something, 50ish or 60 plus and I don't really have to work this hard any more, or maybe not at all?

  • Here's The Truth! - November 2010
  • Change is possible and transforming yourself, your company or your team is possible. But... and there's always a but.... you can't move forward in life while holding onto everything from the past. Something's gotta go. And sometimes, someone's gotta go.

  • What's Your Role? - October 2010
  • Traditional leadership models often fall short during intense organizational change. The notion of all the really big decisions being made by the guy or gal at the top, seldom works during business as usual, and research suggests that a clearly articulated 'leader role', shared by people at all levels, seems to work best when the work is intense.

  • Back to Work! - September 2010
  • In this atmosphere of ambiguity, there is still one thing I know for sure. I know that as employees listen to the 'Big Plans' or 'New Directions' their leaders roll out for their adoption, they will be deciding whether to throw their lot in with the change.

  • Are You The Most Likely To Succeed? - August 2010
  • The kind of change that lasts, is mostly the incremental kind. It comes by taking one well-considered step after another, again and again. This is especially true when you're introducing anything completely new to internal or external customers.

  • What Did He Say? - June 2010
  • In honor those who use brief snippets of the English language to spread their brilliance, I give you just a few of my favorite quotations. I hope you find them as interesting, funny or inspiring as I have.

  • Are You Stuck? - May 2010
  • Managing capacity is a key ingredient in the success of an organization. When people tackle and finish projects and initiatives, they feel good about themselves; they feel energized and ready to tackle more difficult assignments.

  • Where's Your CEO Going Today? - February 2010
  • Here's a challenge for you leaders out there - close your Outlook, walk out of your office, walk down the corridor and/or drive to one of your company's operational sites and spend a day. Talk to the people, not with your 'title' front and center, but with humility and curiosity. It might just surprise you what you see and hear.

  • Are You Ready for 2010? - January 2010
  • One thing is for sure - radical change is in the air. Whole companies, and some industries have all but disappeared from the landscape. Those of us who are still standing are looking hard at doing business in fresh and innovative new ways.

  • What's In It For Them? - December 2009
  • All organizational change requires individual behavior change. I think people drag their feet and resist engaging in the new behaviors that change requires of them because they can't see the personal benefit of cooperating. They don't get the WIIFM (what's in it for me) and until that question is settled in people's hearts and minds, very little happens.

  • Veterans - November 2009
  • The best way to move beyond superficial indicators of a person's ability to make change, and get to the core of their true capacity, is to assess their change style. Hundreds of organizations have done this by using my Change Style Index - an individual, self-assessment tool that reveals both transitional strengths and limitations. I designed the Change Style Index to be used in conjunction with a team or organization's change planning activities.

  • Who Are These People & Why Are They Driving Me Crazy? - October 2009
  • By making differences transparent, everyone has the opportunity to get their own needs met, while learning to flex their style to accommodate the styles of others. When push comes to shove, as it often does in the throws of intense change, understanding each other is Job #1.

  • Learned Anything Lately? - September 2009
  • The big question is really this - have we learned anything from the events of the recent past? Will individuals, companies and governments change their ways? And, can we collectively learn from our mistakes? Conventional wisdom says, 'those who change best are those who must'. So, do we really need to change our ways, now that many are going back to work, credit is being extended and the fear mongers on CNN has moved on to other 'Breaking News'?My hope is that we all transform our recessionary experiences into lessons learned. To do that we are going to need to.

  • What’s Your Legacy? - July 2009
  • Whether you plan on working only till RSP values return, or you adhere to the, retirement over my dead body philosophy, it's not too late to do something to create your own lasting legacy. Think about it. Where do you, and your contributions, fit in the fabric of your company, industry or profession? Then do more than think about it - actively engage in legacy leaving activities. Get busy ensuring that your work outlasts your presence. Who knows, maybe your picture will be blasted across the company intranet on your last day. Hey - it could happen!

  • What’s Changing For You? - June 2009
  • So, what could you change that could re-boot your enthusiasm? What behaviour, habit or way of thinking and/or responding could you transform that would juice up your career or personal life? Think about it - then get busy doing it! If you want a personal guide to help you, check out my "Just Change It!" book and the accompanying Workbook.

  • Crisis? What Crisis? - May 2009
  • Being pro-active in this way will give your employees hope and reassure them that you are on top of things. Your staff are adults, they know you don't control these 'situations' - but knowing that you're thinking about them allows everyone to get back to their work.

  • Ready For Some Fun? - April 2009
  • Does your team or organization need to know how to respond to people's resistance to change, invite collaboration and work around the barriers that missing resources and stakeholder apathy present? Then the Transition Poker Workshop just may be for you. If you want to bring some fun to your organization's learning programs, find out how you can use Transition Poker to fire-up your next training session.

  • Are You Hopeful? - March 2009
  • Hope is what keeps us moving forward. Hope builds confidence and invites people to take a risk and step out. With hope in your heart you can stare down the fiercest of circumstances! Would it be helpful if you could engender hope in others? How would you, your team or organization benefit if you knew how to engage people to help them find a renewed sense of optimism and the energy that comes with it?

  • Are You In? - February 2009
  • When fear is high, people need leaders to lead. They need to 'talk to' and 'touch' their leaders more often than usual. They need that calming effect that the presence of a committed leader brings to an uncertain environment. So, as a leader, what can you do when the task is BIG, you are as scared as the rest?

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