3 Guidelines to Avoid Resistance to Change

People don't resist change.

 

 

 

People don’t resist change.

Change is a normal and natural part of living. The only time you stop changing is when you’re dead.

What people resist is having change imposed on them.

Here are three guidelines to invite people to participate in the change process, and to minimize resistance to change.

1. Involve people throughout the organization in planning and implementing the change.

The best way to avoid resistance to change is to involve people in planning and implementing the change.

They will have a better understand what the change is about, why it is important and will be more committed to it. When people are asked for help, they are more invested in the outcome.

When a leadership team plans . . . → Read More: 3 Guidelines to Avoid Resistance to Change

The Best Way to Listen

"The best way to listen is with your mouth shut." - Jesse Lyn Stoner

The most powerful gift you can give another is your undivided attention.

When the best techniques don’t work, simply close your mouth and pay attention. The best way to listen is with your mouth shut.

This poem, written almost 50 years ago, is as relevant today as it was when it was written.

Please Listen

When I ask you to listen to me and you start giving me advice, you have not done what I asked.

When I ask you to listen to me and you begin to tell me why I shouldn’t feel that way, you are trampling on my feelings.

When I ask you to listen to me and you feel you have to . . . → Read More: The Best Way to Listen

3 Approaches to Culture Change: What Works

Culture eats strategy

You can’t “do” culture change to your organization. Culture arises from the beliefs and underlying assumptions held by the people in the organization. Trying to change culture by decree or through training programs won’t affect people’s beliefs.

One way to change the culture is to fire a lot of people. That really shakes things up and gets change going – especially if you replace them with new people who come in with a different attitude about the company and the work.

If that doesn’t appeal to you, the only way to quickly and effectively change the culture is to involve the people you want to change in designing and implementing the change effort.

They will better understand why the change is needed and will be . . . → Read More: 3 Approaches to Culture Change: What Works

Manage Your Polarities or They Will Manage You

 

 

Do you ever hear a little voice in the back of your head saying things like: look before you leap … or … two wrongs don’t make a right … or … if it ain’t broke, don’t fix it?

We all have tapes running in the background that guide our actions. If you pay attention, you might notice you’re often listening to sayings you learned as a child.

Many of these sayings contradict each other, lying at opposite ends of a pole. The pole you listen to depends on the family and cultural values you learned and the temperament you were born with.

Haste makes waste. <–> He who hesitates is lost.

You can’t teach an old . . . → Read More: Manage Your Polarities or They Will Manage You

How to Set the Right Goals and Make Them Work for You

Set the right goals

Are you starting to lose focus on your goals? If so, you’re not alone. This is the time of year a lot of people lose their focus.

The problem is that annual goal-setting doesn’t work. You can’t plan an entire year and know in advance all the goals you will need to achieve. It’s likely that many of your goals are no longer motivating and many no longer make sense.

If goal-setting hasn’t been working for you, here’s how to set the right goals that will get you where you want to go:

1. Always keep your vision in mind while choosing goals.

The point of setting goals is to support you in moving toward your vision. Without a clear vision, your goals might not . . . → Read More: How to Set the Right Goals and Make Them Work for You

Confessions of a Closet Extrovert: We Need a Champion, Too

Bull In A China Shop

Dear Introverts,

It’s nice that people are appreciating you so much more these days and showing how to build on your quiet strengths. But we extroverts are also often misunderstood, and we need a champion, too – someone who will stand up for us and challenge common misperceptions like these:

1. Ready, Fire, Aim

It’s not necessary to take everything we say literally. We think out loud, and we need to put the idea out there in order to look at it. Just because we say something doesn’t mean you should go do it. We get a bad rap for not thinking things through before we take action. OK. Maybe we do jump to action a little too quickly sometimes. But that doesn’t mean . . . → Read More: Confessions of a Closet Extrovert: We Need a Champion, Too

How Managers Can Solve the Problem of Employee Retention

Quit or Stay

Employees are not a replaceable commodity. According to recent research, the tide has turned and employee retention has become a critical issue for organizations.

One of the easiest and most effective ways keep top talent is through “stay interviews,” developed by Bev Kaye and Sharon Jordan-Evans. First described in their bestseller, Love ‘Em or Lose ‘Em, they have fleshed out how this works in their new book Hello Stay Interviews; Goodbye Talent Loss.

What I particularly like about this approach is it puts the responsibility for retention in the hands of the people who are in the best position to make a difference – the direct managers. And it is something managers can easily incorporate into their job.

I had the privilege of catching up . . . → Read More: How Managers Can Solve the Problem of Employee Retention

The 10 WORST Popular Leadership Quotes

Leadership Quotes That Miss the Mark

Great leadership quotes inspire and guide us. They become part of our mainstream language and instilled in our culture. We accept them as a reflection of the ideal, aspire to live them and use them when teaching others about leadership.

But sometimes a quote takes root that sends us in the wrong direction. Frequently these are from highly respected leaders who are often quoted. Not bothering to think critically, we just assume everything they say is on target.

Or it might be that the quote is pithy, and we like the way it sounds. The problem with a catchy slogan is that the form supersedes content.

These 10 “worst leadership quotes” are included on many “best leadership quotes” lists. Although these particular quotes miss . . . → Read More: The 10 WORST Popular Leadership Quotes