Change Leadership Watch
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Scooped by Deb Nystrom, REVELN
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Why we cannot learn a damn thing from Semco, or Toyota: Flip YOURself Into Change

Why we cannot learn a damn thing from Semco, or Toyota: Flip YOURself Into Change | Change Leadership Watch | Scoop.it

"The world of the pioneers really exists."  Why burning the books, until you believe YOU can be a part of it, is key.


Excerpt:  


....Sure, people feel somewhat “inspired” and “motivated” when hearing about the amazing things that happen at Valve, Zappos, Netflix, MorningStar, Favi or DaVita. And when they learn about how much management stuff they might previously have considered inevitable simply doesn’t exist within those pioneer organizations.

    

Why has almost nobody dared to follow in their footsteps? 

    

Ricardo Semler, owner and visionary of the trail-blazing “democratic” Brazilian company Semco got so frustrated about [almost] nobody following the example set by his company …that he took every book [he’d written] at his home, all translations, into the garden – and set them ablaze.

    
We remind ourselves that they are somehow not from this world. They stake out land that appears unknown and foreign to us. “That would never work for us here,” we say. “We’re just not ready for that.” Or “I could never swing that with my team.” and “We went to visit them and had a look; it sure was fascinating, but their approach is just not right for us.” How often have I heard those kinds of comments. The most horrific quote of all being: “It’s a long, long road to really get there.”
     

___________________________
   
Our organizations can be flipped into that land of milk and honey, within the twinkling of an eye...
   
 ___________________________


For a long time, this seemed to be a contradiction to me. On the one hand, the world of the pioneers really exists – like some continent of copious vegetation. In most people’s perception, however, there seems to be no way of entering that secret garden. That land of milk and honey remains out of reach, and foreign, too. In the meanwhile, pioneers like Toyota, Gore, Sweden´s Handelsbanken or Germany´s dm-drogerie markt keep telling us that there is, really, nothing magic about what they are doing!
     
Because we can all beam ourselves there. Our organizations can be flipped into that land of milk and honey, within the twinkling of an eye, as soon we all stop thinking about other people as “Xers”. We do not need more examples for this, we need to correct our thinking. As for Semco, Toyota and the likes: Their example remains noteworthy and potentially inspiring for all of us.  

Deb Nystrom, REVELN's insight:

Niels has it. The mythology of the "long road to get us there" distinguishes limited thinking mindsets from the visionaries around and about our companies who change things and make things happen.  Are you one of them?  Can you be?  Are you ready to flip the switch in your own mind?  ~  Deb

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Start with Why: How great leaders inspire action | Classic, Video TED.com

"People don't buy what you do, but buy why you believe it."


Simon Sinek has a simple but powerful model for inspirational leadership all starting with a golden circle and the question "Why?" His examples include Apple, Martin Luther King, and the Wright brothers ...


Belief...  


The law of diffusion of innovation:  TIVO, the single highest quality product on the market, great market conditions.  Yet a commercial failure.

For Dr. King's "I have a dream" speech, there where no invitations.  The focus was on belief.  250,000 people showed up to hear him speak.  They showed up for themselves for what they believed for America.  25% of the audience was white. 

“[Martin Luther King, Jr.] gave the ‘I have a dream’ speech, not the ‘I have a plan’ speech.” 

Deb Nystrom, REVELN's insight:

From one of the comments:  "Therefore, good leadership is not pushing and/or pulling people (normally done by top management) but acting so that people do it for themselves and by themselves."   - Deb

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Want Cultural Change to Stick? Change The Way You Operate - Forbes

Want Cultural Change to Stick? Change The Way You Operate - Forbes | Change Leadership Watch | Scoop.it

"Do you want sustained cultural change ? Until the operations change, NOTHING will stick."


Yeah, yeah.  Change consultants know that cultural change can kickstart with organizational changes or strategic changes that look powerful & imply true change. But it is the work in the trenches, the operations changes that make the difference for going the distance.


____________________________


“Building a team that combined the old and the new was critical to our success."

____________________________


Excerpted, a few of the golden gems:


[Operations] is often the most difficult part of the change process because operations involve ingrained habits, practices, and systems.


It’s worth the effort because corporate culture is the only truly sustainable competitive advantage.  [DN:  I'd add leader behaviors for innovation, coaching & team collaboration support.]


From the Equifax case study:


“Building a team that combined the old and the new was critical to our success.


It was critical for me as a leader to not underestimate the people part, getting people to engage, be willing to support and sustain the change.


Strategy and execution has to be joined by a very strong psychological conversion of beliefs, from the old patterns to the new.” 

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Workers fight for culture, wages and win: Demoulas, reinstated as CEO, Market Basket

Workers fight for culture, wages and win: Demoulas, reinstated as CEO, Market Basket | Change Leadership Watch | Scoop.it

Boston Herald: TEWKSBURY, MA — Arthur T. Demoulas was reinstated as CEO late last night after a two-month standoff over his firing that saw rank-and-file workers walk off their jobs and customers jump to competitors in protest — thanked his workers this morning, hours after his historic purchase of the company.

   

______________

  

“You taught everybody that Market Basket is a place where respect, honor and dignity is a way of life.” ~ Arthur T. Demoulas, reinstated CEO, Market Basket

______________

      


"You are simply the best,” Demoulas said …There is very little I can ever add to your brilliant work…and the power of your enduring human spirit over the past six weeks.”

    

Early this morning, a massive fleet of delivery trucks lined up ready to roll and hundreds of ecstatic employees reported to work for the first time in weeks....heralding the return of a boss they said had provided generous pay and benefits and a culture of respect for workers.


“You taught everybody that Market Basket is a place where respect, honor and dignity is a way of life,” Demoulas told his workers. “You displayed your unwavering dedication and desire to protect the culture of your company...You have demonstrated that everyone has a purpose....that no one person holds a position of privilege.”

   

The chain employs 25,000 workers in Massachusetts, Maine and New Hampshire.  [It was worth] $4 billion before Arthur T.’s June 18 firing touched off a customer boycott and employee walkouts.  [It] racked up millions in losses and shelves were left empty due to a halted supply chain.

   

Demoulas said he hopes to take less than two weeks getting shelves restocked and stores back to some semblance of normalcy.


Click the title or photo to see the full story.

    

Related posts by Deb:

    

Revelation, Leadership Integrity at All Levels

    

Company Priorities Reveal People Values and Forecast Long Term Profitability

      

6 Steps Beyond Industrial Age Performance Appraisals

    

Think like an Entrepreneur: Be Anti-Fragile No Matter Where You Work

   

  • Stay in touch with the monthly Best of the Best news, taken from Deb's  multi-gold award winning curation streams.  Preview it here, via REVELN Tools.

        

  • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.  
Deb Nystrom, REVELN's insight:

I haven't heard of a worker celebration like this since Henry Ford doubled wages and in effect, created middle class prosperity. Maybe more companies will take notice of employee ownership successes like these, also like Costco and Zingerman's in Ann Arbor.

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Deb Nystrom, REVELN's curator insight, August 28, 2014 12:49 PM

I haven't heard of a worker celebration like this since Henry Ford doubled wages and in effect, created middle class prosperity. Maybe more companies will take notice of employee ownership successes like these, also like Costco and Zingerman's in Ann Arbor.

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It's got to be about Why, not How: How Great Leaders Inspire Action, Simon Sinek

"Why FIRST:  Communication and the Golden Circle:  Why, How, What?  Inspire where others do not.  Profit is JUST a result NOT a reason for existing."


Simon's examples include Apple (why so innovative?), Martin Luther King (lead major change, Civil Rights movement), and the Wright brothers (controlled powered manned flight that others did not achieve, tho' were working on.)


_________________________

   

"The goal is to do business with people who believe what YOU believe." ~ Simon Sinek

_________________________

   


Apple:  NOT, What we do, great computers.  Want to buy one?

RATHER:  Everything we do, we believe in challenging the status quo, we believe thinking differently. The way we challenge the status quo is making products that are beautifully designed, simple to use & user friendly.  We happen to make computers.  Want to buy one?


Counterpoint Tivo, which (until a recent court victory that tripled its stock price) appeared to be struggling.  

   

http://www.ted.com Simon Sinek presents a simple but powerful model for how leaders inspire action, starting with a golden circle and the question "Why?" 


Source here.


More about Deb's world is here:
Planning & Strategy Retreats 

Presentation Videos - Change Results
Deb's mothership: The REVELN website



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Robin Martin's comment, May 11, 2013 12:39 PM
Thanks Deb!
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How Luther went Viral like Arab Spring: Message, Movement & Social Media

How Luther went Viral like Arab Spring: Message, Movement & Social Media | Change Leadership Watch | Scoop.it

"Leader lessons from those who were too slow to adapt to new ways of sharing the message."


Higher education and churches are exemplars of slow change.  There are many examples of higher education disruption in this curation stream.  Here's the first church-based example with more to come.  The lessons apply to all change leaders, especially considering the pervasiveness of culture & belief in institutions of all types.



Excerpted:

 

Tom Standage of The Economist magazine wrote an article comparing the Protestant Reformation to the current use of social media in the Arab Spring.

 

Martin Luther, he says, was a relatively unknown cleric who took advantage of the hottest technology of 1517. He wrote short articles and theses, printed short and punchy pamphlets and also developed catchy hymns to pass his message along.

 

Tom points out three major ways that the Reformation-age use of printing parallels our own social media.

 

1) he connected directly with the everyman, writing in German, not Latin. He lead singing that stuck with people. He wrote short, non-theological works to make powerful points.

 

2)  When the church wanted to refute Luther, they wrote in Latin and attacked his theology. ...church leaders understood, but failed to capture the everyman...

 

3)  Finally, ...Martin Luther ultimately could not control his own message.   ...On the negative side, this lead to a bloody peasant's rebellion that Luther had to distance himself from. On the positive side, ...the Reformation was free to spread out of Germany and across the world.

 


Wednesday, 15 February 2012 

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