People make a change management plan too complicated and costly. Have success in the five stages of change for both personal and organizational strategy.
I am about to make a ridiculous statement. Ready?
Organizations are made up of people.
Yes – without people there would be no organization. That is not the ridiculous part, however.
When organizations plan, budget and execute a change management plan, they make it too complicated and more times than not do it wrong.
Organizations approach ‘organizational change’ much differently than to how people approach a change.
If you want to invoke change in an organization – guess what?
That involves invoking collective change in the PEOPLE that make up that organization.
Change Management Plan Simplified
Yes, you are a powerful organizational leader.
I hate to say this next part because there are times when this admission makes even me want to cry.
You are human.
If you need to step away for a bit to compose, I completely get it. I’ll be here waiting for you for as much time as you might need.
Dear future leader – Doing the right thing might not be easy, but it will make you successful. First, you need to understand legal vs ethics vs morals.
Dear Future Leader and CEO,
You work hard to move up the corporate ladder. You’ve planned well and you have good skills and leader potential. Good is not enough for you, though. You have higher expectations of yourself than probably anyone else in the world has of you, and I get that.
You haven’t come this far to be good. You want to be brilliant and superior to your competition. This short letter will give you the secret formula to moving from good to great to brilliant, Future Leader.
It all comes down to how you make your decisions and build your culture. You see, Future Leader, your culture determines how everyone else in your organization makes decisions, and that is critical.
It all involves understanding the differences of legal vs ethics vs morals, especially in the decision-making process.
You can learn to do the best by seeing the worst. Because of the number of leaders I work with across numerous organizations, I see a lot that frustrates me with bad leaders.
These habits impact everything from morale to team performance. Learn from them!
14. Bad Leaders Blame People They Lead
Bad leaders are great at throwing people under the proverbial bus.
A leader’s role is to protect and grow those she leads. In 21 years of leadership, I cannot ever recall publicly blaming a colleague for something that has gone wrong. As a leader, I am the single point of accountability.
That does not mean that I do not have numerous internal conversations with the people involved to establish a plan of prevention. However, I will not publicly blame anyone but myself.
When I see other leaders immediately pass the blame to those they lead – especially to leaders of leaders – it downright makes me mad.
Bad leaders blame their teams. Own it and be accountable as the leader.
Most leaders and organizations don’t understand the difference between motivators and incentives. Here are the major differences and when/how to use each.
I remember when I first started a team lead role. I would bring in doughnuts for the team. After slapping them down on the table, I would run to my office thinking I had just given the greatest motivator ever.
I was wrong.
Most of the team hated doughnuts and those that didn’t couldn’t eat them. Not only did my choice of motivator fail, it actually did more harm than good.
I’ve learned a lot in the 20 years since. Besides the gift of understanding when to manage versus lead, I’ve learned the key differences between motivators and incentives.
Incentives and Motivators are Used in Every Relationship
Negotiating happens in every relationship. Whether the relationship is with an employee, team, spouse or child, mastering negotiation and conflict management strategies are essential.
Every relationship also uses incentives and motivators. That sounds odd but think about it. Sometimes you use a motivator and other times you use an incentive to influence your desired end-result.
But are you using them at the right time and for the right reasons?
Understanding the differences between incentives and motivators begins with first understanding the basics of leadership and influence.