Effective coaching is an important ingredient to quality leadership. Like leadership effectiveness, good coaching is a journey and not a destination. As part of this journey, I would like to explore the above concept with you.Read More
Or, the Adaptive Organisational Culture
For years I have been utilising various change frameworks inspired by Kotter; ADKAR; Tadeo, Beake and Fink; Argyris, etc. I have found them extremely valuable and various projects and initiatives have benefited from their utilisation. I have developed six principles for being an Adaptive Organisation. If these principles exist, the organisation will adapt more readily when sound change frameworks are then applied.Read More
Just ask yourself how many times you have heard the 'culture of the organisation' given as an explanation for the less than expected success of various initiatives. So like any risk, responsible organisational leaders will actively manage it.
It may surprise you to hear me say then, that as Change/Organisation Development (OD) practitioners, we may get the focus on culture wrong.Read More
While many of us consider assertion to be a basic skill of management and leadership, I find it interesting that the need of managers and leaders for development in this skill is still widespread... Equally interesting to me is what I find to be the incomplete understanding of the principle of assertion.Read More
I have been applying a model to assist in the diagnosis of the likely level of support for a particular change. By having this insight for any stakeholder group to said change, we can take a more strategic approach to the change leadership required with each stakeholder.Read More
Does the quality performance of your people depend on the effectiveness of their technical capability?
Is your technical development program delivering the level of performance your stakeholders are demanding of you? if yes, do NOT read on.
If not, you may want to read further.
Of course not all people perform at the same level. Typically, people grow in their capability as their learning and experience deepens and broadens. The value of the outcomes they deliver to the organisation also grows. So how do you recognise this increase in value if you do not promote them in the traditional way?Read More
If you want your leadership, or most other interventions, to make a difference, the key is the involvement and interaction of and with the participants. The techniques for this have been there for generations and they are still effective with the different generations. They include:
- Case studies
- Guided group discussions
- Role plays
- Experiential activities, indoor or outdoor
- Feedback instruments