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4 Ways Leaders Can Create a Candid Culture

4 Ways Leaders Can Create a Candid Culture | Change Champions | Scoop.it

When leaders want to create an open culture where people are willing to speak up and challenge one another, they often start by listening. This is a good instinct. But listening with your ears will only take you so far. You also need to demonstrate with words that you truly want people to raise risky issues.



Via Kenneth Mikkelsen
Ian Berry's insight:

Please read co-creating cultures of candor too http://blog.ianberry.biz/2014/07/co-creating-culture-of-candor.html

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donhornsby's curator insight, July 14, 2014 5:53 PM

(From the article): Sacrifice ego. On one memorable occasion Phil said in front of a group of middle managers: “I’ve been told I am unapproachable. I don’t know what that means. I would appreciate any specific feedback any of you would be willing to offer me.” The rest of the group looked on in awe as one brave soul, a manager named Terry, raised his hand. “I would be happy to, Phil.” Terry met later with Phil and gave a couple of suggestions – which Phil then shared publicly. Phil sacrificed his ego to show how much he valued candor and openness and that people were safe with him.

Ivon Prefontaine's curator insight, July 14, 2014 7:44 PM

Don's point is well-made: sacrifice ego. Too often, bosses want to talk and not listen. Sometimes stepping back and listening is important. It allows the other person to share their complete thought rather than only half which might not be enough.

Sharon Govender's curator insight, August 12, 2014 8:03 AM

Leaders are the architects of corporate culture. What leaders "say and do"....matters!

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Ten Reasons People Resist Change

Ten Reasons People Resist Change | Change Champions | Scoop.it
Which ones are hurting your company?
Ian Berry's insight:

A good 10. See my 14 at http://www.ianberry.biz/leading-change/

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Rescooped by Ian Berry from Success Leadership
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To be a great leader, rethink your default behaviors

To be a great leader, rethink your default behaviors - IDEO Stories - Medium
Lessons learned from my year working with IDEO’s CEO Tim Brown

Via Richard Andrews
Ian Berry's insight:

a good 5 actions all the great leaders/change champions do

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donhornsby's curator insight, April 22, 12:11 PM

A great read. Please take the time to read this today...



(From the article): When it comes to leadership, humility is often perceived as weakness. That couldn’t be further from the truth. There are many ways to express humility — you might welcome feedback, admit mistakes, or simply treat others as equals. Your employees will view those as signs of strength, not weakness.

Ivon Prefontaine's curator insight, April 22, 9:19 PM

I worked for a principal who presented about IDEO as being what we needed for creativity amongst teachers. He rarely acted with humility, if ever. That would be a good starting point for each of us.

 

@ivon_ehd1

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Rob Kearney: leadership, meditation and family

Rob Kearney: leadership, meditation and family | Change Champions | Scoop.it
‘You are always trying to get these little one percenters from anywhere you can’
Ian Berry's insight:

The best are always seeking to better themselves while the rest compare themselves and get left behind

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Rescooped by Ian Berry from Transformational Leadership
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Transformational Leadership: Paradigm Shift or Incremental Change?

Transformational Leadership: Paradigm Shift or Incremental Change? | Change Champions | Scoop.it
A shift from a transactional to a transformational form of leadership in many organizations is revolutionary. The ROI? Improved safety performance.

Via Dr. Susan Bainbridge
Ian Berry's insight:

Big words paradigm and transformational. The later is an outcome of several transitions which start with a decision to change. The former is really about intention, feeling and thinking change which precede the behaviourial change that is key to the transitions from what is to what can be

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Miklos Szilagyi's curator insight, February 27, 3:50 AM

"...It will also require the great effort to live and be true to the new reality..."

 
Ivon Prefontaine's curator insight, April 18, 6:24 PM

Transforming leadership is more than change. Change can be just moving deck chairs around; while transforming is going beyond where we currently are.

 

 

@ivon_ehd1

Laura Saavedra's curator insight, April 19, 11:00 AM

Quite interesting...isn't it?

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Dan Forbes on Twitter

Dan Forbes on Twitter | Change Champions | Scoop.it
If You don't like where you are, CHANGE it. You are not a tree-J. Rohn. #LeadWithGiants #leadership pic.twitter.com/I900s1vKhG
Ian Berry's insight:

Great words from a wise man.

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Elaine Perry on Twitter

Elaine Perry on Twitter | Change Champions | Scoop.it
"Very often a change of self is needed more than a change of scene."

~ A. C. Benson #quote #leadership pic.twitter.com/qOVrZRy5vG
Ian Berry's insight:

Very true. All change is personal first.

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Taking Action on Great Advice

Taking Action on Great Advice | Change Champions | Scoop.it
From his TED talks to his blog to his books, Seth Godin has said in no uncertain terms, I want you to steal my ideas. The problem is, very few of us actually do. This is a story about someone who did.

Via Anita
Ian Berry's insight:

Innovation is the successful implementation of ideas and so adaption and execution are what makes real leaders stand out

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Anita's curator insight, April 16, 2:26 PM

Many say ideas come and go and implementing those ideas is the center of power, influence, and profit.

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Change is not the goal. We reach our aspirations through alignment. - Dr. Peter Fuda

Change is not the goal. We reach our aspirations through alignment. - Dr. Peter Fuda | Change Champions | Scoop.it
The simplest way to increase the odds of a successful change effort is to stop talking about ‘change’ itself. Change is not the goal; the goal is the goal.
Ian Berry's insight:

I like the premise and agree alignment or shared-view as I call it is key. The paradox is thriving on the challenges of change.

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Embracing Uncertainty

Embracing Uncertainty | Change Champions | Scoop.it
Don't let fear hold you back.Many times we miss out on new opportunities....because we get used to d...
Ian Berry's insight:

Like "Embrace the uneasiness of uncertainty."

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Seven Truths about Change to Lead By and Live By

Seven Truths about Change to Lead By and Live By | Change Champions | Scoop.it
I call these the Change Agent Bumper Stickers. Here are seven universal sayings that can comfort and guide anyone engaged in the effort of setting a new direction, orchestrating innovation, establishing a culture, or changing behavior.
Ian Berry's insight:

A magnificent seven from a remarkable woman. My personal favourite is “Change is a campaign, not a decision.” 

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Delighting in the possible | McKinsey & Company

Delighting in the possible | McKinsey & Company | Change Champions | Scoop.it

Habits of mind
Uncertainty can’t be solved with pat procedures; it takes new habits of mind to lead the possible. In our experience, three such habits stretch the capabilities of leaders and help them not only to lead the possible but also to delight in it. ~ McKinsey


Via David Hain
Ian Berry's insight:

I like the graphic and the article. I highly recommend Benjamin and Rosamund Zander's book The Art of Possibility

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David Hain's curator insight, April 8, 5:24 AM

In a complex world, maybe we have to change our model of leadership?

Ron McIntyre's curator insight, April 8, 11:59 AM

I agree with David Hain's comment. It really is time to change our leadership models. The future will require some new ways of looking at the world and our relationships within this world. Small thinking is so old school. However, we must learn from our mistakes not ignore them.

Rescooped by Ian Berry from Business Improvement
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How to Improve Your Business Presentation Skills

How to Improve Your Business Presentation Skills | Change Champions | Scoop.it

Via Daniel Watson
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Rescooped by Ian Berry from the Change Samurai
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What is Change Management?

What is Change Management? | Change Champions | Scoop.it
What is Change Management? What is change management? And I mean very specifically, what is change management? And why is it relevant to results management? It’s a question, a task to define, that ...

Via the Change Samurai
Ian Berry's insight:

This article has some good insights. The trouble is the premise Change management is an oxymoron. It can't be managed. We lead change and manage the things around it. Like people management also an oxymoron we need to bite the bullet and drop change management as a concept all together.

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Paul Summers's curator insight, April 5, 10:03 AM

Adaptability is the factor, yet so much of what passes as learning & development is about compliance to process and prescriptive practice.

Susanna Lavialle's curator insight, April 5, 3:56 PM

One step I have noticed (that is too often forgotten) is the need to define clearly the change scope : what changes, what is the desired future state and what are all the elements that need to change. Clarity and top leadership alignment on the change objectives is critical. Also, the leader's role is to ensure that the changes will be measured - the change team should make sure this is transferred into the operational metrics. Often, if the change gets off track, the targets were not clear for all - or some key people were just being measured (and recognized) for performing well according to the past processes and standards. 

Easier said than done.

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Hindsight is 20/20: The Leadership Edition - Huffington Post

Hindsight is 20/20: The Leadership Edition - Huffington Post | Change Champions | Scoop.it
I believe this leadership evolution is admirable, and companies that apply these updated strategies are reaping the benefits.
Ian Berry's insight:

A good comparison of the difference between yesterday's leadership and today's superior version

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Are you ready to decide? | McKinsey & Company

Are you ready to decide? | McKinsey & Company | Change Champions | Scoop.it
Before doing so, executives should ask themselves two sets of questions. A McKinsey Quarterly article.
Ian Berry's insight:

A good checklist. Fake leaders make most of their decisions based on bias, Think politicians! Real leaders consider all viewpoints and then decide in the best interests of the common good. A good way I have found to view this is compromise is usually a mediocre solution whereas as co-promise requires work yet results in better decisions

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Authentic Change (Part Six) Simplify and then keep it simple!

Authentic Change (Part Six) Simplify and then keep it simple! | Change Champions | Scoop.it
My journey in life has allowed me to explore many ways of thinking, both complex and simple, but I must say I do prefer the simple ... Einstein said "Any fool can complicate things but it takes a g...
Ian Berry's insight:

Like the Einstein quote and the last sentence

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Leadership Blindspot (change)

Ian Berry's insight:

a good 7 minutes. What's the difference between how you see yourself and others see you? is a great leadership/personal development question and the exercise suggested here is a great one

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The best part of leading!

The best part of leading! | Change Champions | Scoop.it

The best part of leading is bringing out the leader in others. @BTreasurer


Via David Hain
Ian Berry's insight:

I love David Hains insight. Helping people to discover their gifts (talents) and then enhance them is the number one role of leadership

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David Hain's curator insight, April 17, 4:07 AM

If you can't see in others what they can't see in themselves, you'll fnd it hard to #lead!

Ron McIntyre's curator insight, April 18, 1:15 PM

Very eye opening statement. If this is not your desire in leading then perhaps you shouldn't be leading! Food for thought!

Roy Sheneman, PhD's curator insight, April 21, 6:33 PM

This is powerful....

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How to beat the transformation odds | McKinsey & Company

How to beat the transformation odds | McKinsey & Company | Change Champions | Scoop.it
Transformational change is still hard, according to a new survey. But a focus on communicating, leading by example, engaging employees, and continuously improving can triple the odds of success. A McKinsey & Company article.
Ian Berry's insight:

I like the 24. I particularly like "Lead, don't manage" and "Focus on people, not on the project." Transformation is the goal, it's an outcome. The key is to focus on the the transition steps

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My 3 Words for 2015 - chrisbrogan.com

My 3 Words for 2015 - chrisbrogan.com | Change Champions | Scoop.it
Since 2006, I’ve been inviting people to shift how they approach their year and how they frame their goals and intentions. I created the “My 3 Words” exercise because most resolutions aren’t especially helpful. We decide something vague like “I’ve gotta get in shape” or “I’ve gotta quit smoking” or “I need to make more …
Ian Berry's insight:

Love the premise of this and it is worked well for me this year. My three words are simplification, embedded, and legacy. If you'd like to explore what these mean for me please get in touch. Might be a springboard conversation for increasing your own performance and impact.

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Male leaders to champion women’s rights

Male leaders to champion women’s rights | Change Champions | Scoop.it
THEY’RE all men, all in suits, all leaders in their fields. One is the AFL’s chief executive, another is a former premier.
Ian Berry's insight:

A great initiative for creating a level playing field and enabling women to lead.

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2015 Top Workplaces: The value of bosses who care - Columbus CEO

2015 Top Workplaces: The value of bosses who care - Columbus CEO | Change Champions | Scoop.it
Top Workplaces make sure their managers are empowered to bring out the best in the employees they supervise.
Ian Berry's insight:

Much truth in the headline and born out in the saying doing the rounds, nevertheless vital, by Theodore Roosevelt

“People don't care how much you know until they know how much you care”
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Calculating the Market Value of Leadership

Calculating the Market Value of Leadership | Change Champions | Scoop.it
You won’t find it on the balance sheet.
Ian Berry's insight:

I like the attributes of leadership mentioned in this article I dont like the concept of measuring leadership We seem to be obsessed with measurement, analytics and data Not everything that can be measured matters. Much of leadership impact is subjective. It's like beauty it's in the eyes of the beholder. The outcomes of leadership and there for all to see One of them is more people leading

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Are you a LINO?

Are you a LINO? | Change Champions | Scoop.it
Two weeks ago I attended and spoke at the Australian Mindshop Conference in Sydney. Our keynote was the Western Bulldogs President David Smorgon of the famous Smorgon family business. What a story he...
Ian Berry's insight:

Not being a LINO is a key to great leadership and being a change champion

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Our gambling culture | McKinsey & Company

Our gambling culture | McKinsey & Company | Change Champions | Scoop.it
The craving for immediate gratification has spread well beyond Wall Street. A McKinsey & Company article.
Ian Berry's insight:

Change champions are not gamblers rather investors in people and the long term sustainability of their enterprise in ways that benefit society and the environment

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