Education. Dialogue. Transformation.

Ten Factors to Keep in Mind When Providing Employee Feedback

By Linda Ackerman Anderson September 9, 2016

The underlying intent of employee development is to create desired change from within, so that the company can succeed in making its changes stick. Providing feedback is essential to quality employee development. So, how can you deliver training feedback—whether positive or negative—in a way that promotes effective change? How do you deliver it in a way that employees will receive it well and ensure that it makes a lasting difference to them and the organization?

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How Leadership Behavior Affects Team Members and Beyond

By Linda Ackerman Anderson September 1, 2016

"It's my personal approach that creates the climate. It's my daily mood that makes the weather." -Haim Ginott

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Change Leadership: What Roles Are Critical?

By Dean Anderson August 22, 2016

You're an executive, and you’ve come up with brilliant ideas to transform your organization into a better, more successful company. Now, all you have to do is enact these major changes and your organization will be better for it. But wait - who will lead this change? Unclear change leadership can lead to confusion in roles, governing structure, decision-making, resourcing, timeline, prioritization, and conflicts with daily operations.

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5 Reasons Why Organizational Change Fails

By Linda Ackerman Anderson August 8, 2016

Our brains are hardwired to resist change. When change (especially organizational change) is mentioned or introduced, it often triggers a fear response, which is why most of us are so darn resistant to our familiar world deviating from what we know, even by the smallest degree.

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Getting Employees on Board with Your Change Initiatives

By Linda Ackerman Anderson July 28, 2016

Most organization transformation originates from executives, but executives cannot make transformation happen alone. Without the help of managers, employees and support staff, these big change initiatives tend to have very little success when initiated into the real world. Leaders must rely on their entire organization to help. Change has the greatest chance of success when it is “co-created,” and a typical “command and control” style of leadership is usually ineffective. Executives must learn how to design change initiatives so that they engage the commitment of other leaders and the workforce.

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How Do You Recognize Good Organizational Design?

By Dean Anderson July 14, 2016

“A well-designed organization ensures that the form of the organization matches its purpose or strategy, meets the challenges posed by business realities and significantly increases the likelihood that the collective efforts of people will be successful.” —Dr. Roger K. Allen

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3 Prerequisites to Be a Leader of Culture Change

By Dean Anderson June 24, 2016

Company culture. Despite what trendy start-ups may boast, it’s not just about cool offices, the ping pong table in the break room, or the kombucha on tap. And it’s not simply installing “casual Friday,” either. Understanding company culture—and ultimately, being able to implement culture change—means getting in touch with and shifting the organization’s interior, its long held beliefs, values, and ways of being. It requires navigating the energetic and emotional stuff below the “stuff,” because only then can any changes to the “stuff” actually be sustained.

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How to Free Up Capacity for Change to Ensure Successful Outcomes

By Linda Ackerman Anderson May 18, 2016

For years, we have been tracking the Common Mistakes being made by leaders in how they lead change, especially transformational change. In each of our clients, we do a simple audit of these Common Mistakes to help them see which mistakes they are either making, or are prone to make as they proceed. The most common mistake we currently see in clients is not managing capacity for change.

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3 Behaviors That Are Stunting Your Leadership Performance, and What to Do About Them

By Dean Anderson May 13, 2016

Most of us strive to be leaders, but we’re all just normal human beings, first and foremost. We all have an ego that is conditioned to respond to situations as we do. These are our habits, tendencies, and default ways of being, working and relating. We also all have a higher Self, or Being, that allows us to observe our ego’s in action and make change when we are consciously aware.

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How to Use Active Listening to Promote Positive Change In Your Business

By Linda Ackerman Anderson May 9, 2016

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