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Scooped by Richard Andrews onto Success Leadership |
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Here’s the thing – most foundational elements of leadership require no skill or talent whatsoever. Clearly the difference possessed by all great leaders is they continue to refine, develop and build from their foundation – they understand leadership is not a destination; it’s a continuum. The best leaders combine attitude, effort and skill, but of the three, skill is the least important. When in doubt, always choose attitude over aptitude.
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Changing an organization’s culture is one of the most difficult leadership challenges. That’s because an organization’s culture comprises an interlocking set of goals, roles, processes, values, communications practices, attitudes and assumptions.
The elements fit together as an mutually reinforcing system and combine to prevent any attempt to change it. That’s why single-fix changes, such as the introduction of teams, or Lean, or Agile, or Scrum, or knowledge management, or some new process, may appear to make progress for a while, but eventually the interlocking elements of the organizational culture take over and the change is inexorably drawn back into the existing organizational culture. Delete the scoop?
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Via Karen Dietz 
Billy R Bennett's curator insight,
December 11, 2012 9:01 PM
Karen Dietz curated this article by Daryl Conner on four types of burning platforms. A burning platform is a concept leaders use to define the reason for change. As Daryl points out this may be based on a negative problem based appeal or a positive, future opportunity. Which is better? Research on personal change has reported greater long term success with positive images. In most serious change projects, we usually use both. You cannot and should not hide business challenges from employees. However, once they understand the challenge they will then want to hear your reasoning about why they should consider giving more of themselves to the organization. I would make it good. Delete the scoop?
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One of the most difficult things for any business to achieve, is wall-to-wall change, where the fundamental core of the business needs to be transformed to a new state, in order for the business to grow and prosper.
Such change, is seen as highly risky as more often than not, the change initiatives fail, and the business concerned may never fully recover. To remove the risk of failure. leaders of such change must have a sound understanding of the key "must do" items.
This excellent article, outlines 6 "must do's" for any leader of a wall-to-wall change initiative, and it suggests that if these 6 are followed the chances of implementing successful change are greatly increased. Via Daniel Watson, David Hain Delete the scoop?
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MarketingProfs guest bloggers Robert Wu of CauseVox and Annie Escobar of ListenIn Pictures share tips for telling stories through videos that draw others into your cause. Via Karen Dietz 
Karen Dietz's comment,
February 29, 2012 9:27 PM
Thanks for re-scooping this Richard! Hope you are doing well :)
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When change in the way your business operates becomes inevitable, it is imperative that you create in your employees, the desire for participating in the process of effecting the required change.
We all know that resistence to proposed change, is one of the biggest stumbling blocks faced by managers, in introducing any significant change in a business. Creating desire for the change in your employees is a key step in ensuring that the necessary change is successfully introduced.
This excellent article, outlines 5 actionable outcomes needed to efffectively introduce any change, and suggests 5 strategies for creating the desire in your employees for the change process to be successful. Via Daniel Watson Delete the scoop?
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We see four common pitfalls occur as businesses grow from small to medium and into large businesses. Left unchecked, they can do serious damage. Delete the scoop?
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Just how many types of stories are there? The answer is, as usual, it depends who you ask. Various storytelling aficionados categorize stories in different ways, and there are no hard and fast rules.
These 5 broad categories and the examples shared in each are really good and will build a good foundation for leadership storytelling. According to Paul Smith in his forthcoming book on leadership storytelling "Lead With A Story" (August 20112), there are actually 21 different categories/applications for leaders to know about and use. Via Kim Zinke (aka Gimli Goose), Karen Dietz Delete the scoop?
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Change is in the air and oh, how I love this article about a newer model for getting organizational change done -- Viral Change!
When a company starts working with stories, it requires re-thinking current models because the dynamics of storytelling (i.e memory, simulation, conversation, listening, sharing, ethics, etc.) demand different models and implementation strategies. Via Karen Dietz
Karen Dietz's comment,
March 1, 2012 11:41 AM
Thank you for re-scooping the article! Have a great weekend coming up :)
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Overcoming resistance to change, is one of the biggest challenges faced by a business owner or manager, when they want or need to change the way things are done in their business.
Often, a lack of understanding of the wide variety of reasons why people resist change, makes the job of implementing any significant change, a difficult task for leaders.
This excellent article, identifies 12 of the main reasons why people resist change in their working environment, and leaders can use this knowledge to be pro-active rather than re-active, during any change processes. Via Daniel Watson Delete the scoop?
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