No matter how elevated your position in the corporate hierarchy, you can’t make the day longer than 24 hours. But there are plenty of leaders who try to tamper with Father Time (and perhaps, Mother Nature) by creating more work hours by giving up sleep. Rarely does leadership training address the importance of the well-rested leader, but studies of sleep deprivation have, for decades, linked inadequate sleep with poor performance, and even with effects similar to those of alcohol consumption.
Being sleep deprived is similar to being… Read the full article >
[simple-social-share]
To Schedule a Free Consultation, Click Here >
Today’s organizational changes involve employees spread around regions, countries, and continents. Virtual tools like GoToWebinar, Skype, blogs, and Facebook offer a terrific amount of added flexibility to communicate with people. Yet, there are also many limitations and challenges when communicating change in this new digital world.
In principal, all the rules of communicating change apply in virtual situations. In fact, they are amplified because when you are not face-to-face, it is more critical to follow all of the guidelines…. Read the full article >
[simple-social-share]
To Schedule a Free Consultation, Click Here >
We have seen leaders fail in communicating change in three basic ways: not telling enough, not listening enough, and not telling the truth enough.
Not Telling Enough
Leaders are usually ahead of the people they are leading. They usually know information before employees and have thought through situations before employees even know what is going on. This can lead them to forget that employees do not know what they know. The result is many leaders do not communicate enough…. Read the full article >
[simple-social-share]
To Schedule a Free Consultation, Click Here >
Within any change message, there are three distinct parts: the information or data to be shared, the emotion of the conversation, and the action that needs to be taken. These parts need to be carefully balanced to successfully support a change initiative.
Information
People need information during change–the hard, cold facts. This information might include the details of the new procedures, processes, and plans as well as who will be doing what and when. These pieces… Read the full article >
[simple-social-share]
To Schedule a Free Consultation, Click Here >
Now that the hard work of launching the change has occurred, the execution must begin.
The execution phase is the longest and most challenging. It is filled not only with hard work but also with resistance. The main work of the execution phase involves performance management, motivation, and teamwork. Each of these areas has its own special needs. Below are our suggestions for handling each.
Performance Management
Two of the core challenges of executing change are that… Read the full article >
[simple-social-share]
To Schedule a Free Consultation, Click Here >
