If you are tired of “trickle-down” change, consider using a collaborative change process where a large slice of your organization comes together for real conversation and to make decisions about your collective future in real-time.
This kind of high-involvement process was used by Southern New England Telephone to prepare for deregulation and the emergence of competition. It was used by Jackson Hole Ski Resort to reconsider their strategic direction. It was used when the Boston Gardens closed and they opened the new Fleet Center building. It was used by the Seaport Hotel and World Trade Center when they opened under new management.
It has been used by hundreds of other organizations, where leaders understood that the attempt to hold onto power at the top of . . . → Read More: Try Collaborative Change for a Change
It feels like a déjà vu. As 2013 draws to a close, here I am again sitting by a warm fire on a wintery Sunday night in New England, just as I did exactly a year ago, reflecting on the year and taking the opportunity to identify my top posts.
Again, I have turned this into a bit of a project. This time I created a formula that included the number of views from google analytics , the total number of social media shares and the number of reader comments. Some of my personal favorites are not on the list, but I think it pretty accurately reflects what my readers liked best.
I did not include my Value of Vision Series in my analysis because . . . → Read More: My Top 10 Blog Posts of 2013
This is a lovely moment. The darkest day of the darkest week of the year in the northern hemisphere.
It is the moment before the balance shifts and light begins to overtake darkness.
On the winter solstice, the rhythm of the sun pauses as it changes direction from decrease to increase.
If we pay attention, we, too, can’t help but pause.
This darkest day of the darkest week beckons us to pause.
What does any great athlete do before they…
…. dive into the water
…. throw the discus
…. grab the rings
What are they thinking about?
Nothing — absolutely nothing.
Shabbat means stop, cease. That’s what this week beckons us . . . → Read More: Pause Before You Plan
Guest Post by Bruce Rosenstein
Most people are familiar with succession planning for an organization. Who is going to follow you as a leader once it is time for you to be replaced, and what must be done to prepare that person?
Succession planning is undeniably important. But if you grow and develop throughout your personal and professional life, and continually transform and improve yourself, there is the possibility that the person who replaces you can be yourself.
In other words, you can become your own successor.
I started developing the idea for this construct in 2011, when the Brazilian business magazine Administradores asked me who could be considered as successors to Peter Drucker, who died in 2005 at 95, as the leading . . . → Read More: How To Become Your Own Successor
When I ask people to describe what it would look like if there were world peace, it’s hard for them to conjure up specific images or descriptions. However, they easily provide vivid descriptions of what a post-World War III world would look like. All they have to do is describe a recent movie or a video game.
On a daily basis we are bombarded with images of destruction in movies, on television and even in electronic games that children play. In contrast, we see few images of a positive future.
The images we hold in our mind have a tremendous impact on the reality we create.
Positive images are not easy to find, but there are more than . . . → Read More: The Images We Hold Create Our Reality
Leadership can be as simple as Mother Goose Management. Here are 6 lessons you learned a long time ago, that when applied, will make you a better leader.
1. The lesson of Alice and the Cheshire Cat: If you don’t know where you’re going, it doesn’t matter what path you take.
Alice: Would you tell me, please, which way I ought to go from here? The Cat: That depends a good deal on where you want to get to Alice: I don’t much care where. The Cat: Then it doesn’t much matter which way you go. Alice: …so long as I get somewhere. The Cat: Oh, you’re sure to do that, if only you walk long enough.
Leadership is about going somewhere. The first . . . → Read More: Mother Goose Management
If you rarely delegate, you are an individual contributor. It doesn’t matter what your title is. Leaders who don’t delegate are not leading.
Not delegating hurts.
It hurts YOU. It’s not possible to do it all alone. You will get overloaded, stressed, and will eventually drown in the details.
It hurts your team. If you are doing their work, you are denying them the opportunity to grow and develop new skills and experiences.
It hurts your organization. If you are spending your time mucky around in the details, who’s looking at the horizon and ensuring you’re heading in the right direction?
But wait! Delegating hurts, too.
Stacey got feedback that her team saw her as a micro-manager, and she was working hard to step back . . . → Read More: How to Delegate So the Gain Outweighs the Pain
Is it possible to earn a living, have fun and make a difference in the world? Jocelyn Jackson and Keri Keifer have figured out how.
Their business Grace Hearth might be considered a catering company – they cater all sizes of events, from weddings and meetings to small social gatherings.
But the first time I saw their video, I quickly realized they were in the same business I am – building community – only through food instead of facilitating dialogue.
Grace Hearth provides food for all types of occasions, but as Jocelyn and Keri explain in their video, they are actually in the “nourishing business.”
I was so excited after watching this video, I had to interview the owners to learn more about . . . → Read More: What Business Are You Really In? Grace Hearth Knows
Guest post by Dan Schawbel
Millennials, also known as Generation Y, will comprise 75 percent of the global workforce by 2025. They are the most educated, most diverse and the most connected generation of our lifetime, and they are poised to make a major impact on corporate America.
Most companies aren’t ready and don’t understand the impact that this generation will have.
Millennials have a different view of how work should get done. They see no reason for many traditional corporate policies such as the dreaded nine to five workday. Yet, fewer than half of US companies currently have a workplace flexibility program and a mere 10% have entrepreneurship or community service programs. Companies are just not equipped right now . . . → Read More: 5 Ways Millennials Will Shape the Future of Work