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Creative Leadership for Success, Empowerment & Happiness
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How Do You Change An Organizational Culture? - Forbes

How Do You Change An Organizational Culture? - Forbes | Success Leadership | Scoop.it
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.

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The Four Kinds of Burning Platforms | Conner Partners

The Four Kinds of Burning Platforms | Conner Partners | Success Leadership | Scoop.it


Any leader, business, or consultant needs to know the particulars in this article. Here is a sneak preview -- the burning platforms stories are NOT really about creating urgency for change


Via Karen Dietz
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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.


www.pyramidodi.com 

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Six "Must-Do's" when Leading Wall-to-Wall Change

Six "Must-Do's" when Leading Wall-to-Wall Change | Success Leadership | Scoop.it

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
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Tony Palmeri's curator insight, October 21, 2015 9:27 PM

I chose this resources because, although it leans towards the realm of business, it closely corresponds the dynamic change we've discussed in educational leadership. Staying positive is a rule that I feel is ordinarily broken in the arena of education. Whenever change occurs (or is mandated) we grumble and groan and discuss all of the negative aspects. As a leader, I feel that identifying and presenting potentially positive aspects of a change is important. Strike first! Don't allow the critical mass of negativity to be achieved. Also "staying the course" is another rule that struck a chord with me. Often, "whats the most important consideration right now" tends to distract districts and buildings from focusing on long-term goals and projects that have been in progress. Sacrificing attention from immediate needs is sometimes justified. 

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How to Tell Stories That Create Action

How to Tell Stories That Create Action | Success Leadership | Scoop.it

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
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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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Creating the Desire for Change

Creating the Desire for Change | Success Leadership | Scoop.it

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
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Sharifah Raudhah AlQudsy's curator insight, May 4, 2014 9:43 AM

Yes I believe we should not jump the gun without first creating and stimulating desire to change.

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4 Dysfunctions That Will Eat Away at a Growing Business

4 Dysfunctions That Will Eat Away at a Growing Business | Success Leadership | Scoop.it
We see four common pitfalls occur as businesses grow from small to medium and into large businesses. Left unchecked, they can do serious damage.
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Five types of leadership storytelling & when to use each

Five types of leadership storytelling & when to use each | Success Leadership | Scoop.it

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
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Change: Viral Business Transformation Through Stories

Change: Viral Business Transformation Through Stories | Success Leadership | Scoop.it


 

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
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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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12 Reasons Why People Resist Change

12 Reasons Why People Resist Change | Success Leadership | Scoop.it

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
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