Strategic planning has been falling out of favor with business leaders for many years. They either see it as the antithesis of their organization’s agile ways of working or as a slow and painful annual exercise with an outcome that is rapidly overtaken by business reality.
This white paper outlines a dynamic approach aligning six fundamental elements which assesses: how open are you to continuous improvement and learning?
Few people would be particularly pleased if their organization introduced a new way of working. There is a high, natural resistance to change, especially if you don’t know what the advantage of the new way of working might be.
The hidden force beneath collaboration, performance and quality issues (and three reasons why it can get ugly)
A hidden force? Really? I’ve been helping organizations improve for more than 25 years, so bear with me for the moment.
I’m writing this blog for all working women. Women who are super at their jobs, but sometimes could tackle things just a little bit better in the masculine organizations they work in. Women who push themselves a bit too hard to do everything well, and could use a little relaxation.
Every management training teaches you to co-operate, agree a joint approach, stick to the agreements, and above all, communicate with one another. Everyone knows this and think they act on it on a regular basis. Serious gaming taught me to know the real me..
One of my Chinese clients asked me: “Are your programs as effective in other parts of the world as they are here? Our culture is completely different from yours in Europe.” I nodded. I often get asked this question.
There are many definitions of leadership. One of those definitions is that a leader should be able to choose the kind of leadership needed for any given situation. That also applies to Change Leaders. They have to able and willing to apply the type of leadership that fits the situation. And to get their hands dirty if the situation demands it.