At some point every organization realizes that it needs to make changes. In some cases, the change is necessary to continue to be successful. In other instances, it is necessary in order to survive. In either circumstance, there are six…

Your organization probably regularly invests in a number of items on a planned, budgeted basis. Examples of these items typically include: New equipment Updating of technology (computer systems, smart phones, etc.) Improvements to facilities But when is the last time…

It is important that you fully prepare for an important fact about any major change initiative – it will be a lot like a rollercoaster ride. Below is a model that depicts what this ride looks like: (Source: Centre for…

Regardless of business size or sector, there are three key aspects to consider when approaching change management: 1. Intellectual Understanding – why the change is necessary 2. Emotional Engagement – stakeholder discussions and the perceived ownership of the changes 3.…

In today’s business climate, change happens fast–and the pace is accelerating. No wonder adapting to change is hard for many companies. What then is sound practical advice for leaders who are responsible for implementing organizational change initiatives? There are a…

As pointed out in Part 1 of the 360 degree (also known as a multi-rater assessment or feedback) blog, these assessments have rightfully gained popularity. The increase in their use has been especially significant during the past years. Numerous studies…

360-degree assessments, also known as a multi-rater feedback or assessment is feedback that comes from members of an employee’s immediate work circle. Almost always 360-degree feedback will include direct feedback from four perspectives: 1. Subordinates 2. Peers (colleagues) 3. Immediate…

How often are you meeting individually with your direct report staff? Are you discussing the right topics? In a survey conducted by Training magazine and The Ken Blanchard Companies®, more than 700 subscribers of Training magazine were polled to learn…

In a typical meeting, people share several ideas, goals and plans, but we’re all too familiar with what often happens next: nothing. Days, even weeks go by, and no one brings their concepts to life. Virtually no progress is made…

One of the most powerful tools in a manager’s “tool box” is delegation. Why is delegation so powerful? It: 1. Allows you to spend your individual time & energy on tasks adding the most value—but remember there is a big…