Positive Leadership and Organizational Change
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The Rise of Conscious Capitalism: Why Doing Good is Good Business

The Rise of Conscious Capitalism: Why Doing Good is Good Business | Positive Leadership and Organizational Change | Scoop.it
We need to take people, planet and profits when it comes to accounting for our businesses. Making money is easy. Making money while making the world a better place—now that’s worth getting out of bed in the morning for.”We need to take people, planet and profits when it comes to accounting for our businesses. Making money is easy. Making money while making the world a better place—now that’s worth getting out of bed in the morning for.”A new generation of entrepreneurs is practicing a business model that places just as much importance on doing social good as on making money.
Andy Powell's insight:

We are nearing a tipping point for "purpose beyond profit". Note the increased attention for "conscious capitalism" and the triple bottom line - people, planet, profit.   If this is not part of your strategy, then you do not have a complete strategy.    "We need to take people, planet and profits when it comes to accounting for our businesses. Making money is easy. Making money while making the world a better place—now that’s worth getting out of bed in the morning for.”  Craig Wichner, Farmland LP

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The irrational side of change management | McKinsey & Company

Most change programs fail, but the odds of success can be greatly improved by taking into account these counterintuitive insights about how employees interpret their environment and choose to act. A McKinsey Quarterly article.

Via Angie Tarasoff
Andy Powell's insight:

While they are not known for actually practicing this themselves- these are very good tips, well stated and new enough that they add to the understanding of successful change.    I have had direct experience to support Point 5 on influence leaders -   the “rank and file” , if they connect with the change,  are an extremely powerful change agent.  But creating the environment that enables this connection and empowers them to act is not easy.  Point 3 is advocating for Appreciative Inquiry without giving credit to it or Cooperrider - they even cite his 4D model.

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Angie Tarasoff's curator insight, March 24, 2014 11:01 AM

Despite the growth of Change Management as a discipline, there has been no discernible improvement in the success of change initiatives in organizations. This article provides 9 practical insights into leading change. Worth the read.

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Employee Engagement Isn't Enough - GovExec.com

Employee Engagement Isn't Enough - GovExec.com | Positive Leadership and Organizational Change | Scoop.it
GovExec.com
Employee Engagement Isn't Enough
GovExec.com
Change presents difficulties for even the most progressive organizations.
Andy Powell's insight:

I have wondered when it was that "employee engagement" became a core line item in HR and business goals.  What was once a key indicator of "other things", suddenly became - the thing itself.  This article offers a perspective that in focusing on engagement,  we have lost sight of some of the things that make more of a difference.   

 

It makes me think of "magic eye" images.  If you look at the image you see a pattern of shapes and colors - nothing special - but if you look "beyond" the initial image - you see something entirely different in 3D.   My experience in the last several years is that many companies have become focused on the 2 dimensional image.   At the end of the day - it comes down to a few simple things that have been true forever it seems  - when people know what it is they can do to contribute to the whole,  are given the resources to accomplish their goal,  and the freedom to pursue it - they are more likely to become successful - and successful people are most often very engaged.  

 

  So rather than launching a special campaign to win back peoples' hearts and minds - focus on doing a few basic things well.

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Culture and Change Management | Learning is Change

Culture and Change Management | Learning is Change | Positive Leadership and Organizational Change | Scoop.it
If the culture of an organization is not closely aligned with the company's strategic goals, a major change is going to be harder to pull off.
Andy Powell's insight:

There are several keys to successful organizational and culture change revealed in the latest research on the subject out of the Katzenbach Center at Booz&Company.  Three that stand out from my experience are:

1)  Identify a few critical behaviors.  In my experience one would be ideal.  More than a few and the message is not crisp, the "ask" becomes muddy to employees, and successfully changing one thing has a spill over effect on many behaviors. 

2) Be specific.   Forty four percent of employees experiencing culture change initiatives said they didn't understand what change they were being asked to make.  Most culture change initiatives are big on powerful words like accountability, trust, candor, and empowerment,  but it is difficult for most employees to translate these broad concepts into specific day to day behaviors.

3) Involve everyone in a "hands on" way.  The number 2 reason people say they resist change is that they were not involved.  We all get the concept of buy-in, of course.   However, many culture change efforts only directly involve the top 2-3 levels of leadership in defining the culture - the rest of the organization is seen as an audience - and this includes 1st line leaders. Yet, we know from engagement surveys that the people employees most trust is their immediate manager.   These are the people who can best translate the culture concept into culture reality.  This is where you can look at tools like storytelling, viral change and change agent networks.

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Johann Gauthier – Google+ - #AppreciativeInquiry If you are into asking different…

Johann Gauthier – Google+ - #AppreciativeInquiry If you are into asking different… | Positive Leadership and Organizational Change | Scoop.it
#AppreciativeInquiry

If you are into asking different questions to find out what you want more of...

If you are into magical fields of possibilities...… (#Appreciative Inquiry in all of its magic!
Andy Powell's insight:

Like the book title - Change your questions, change your life,  Appreciative Inquiry is elegantly simple,  intuitively obvious, and requires deliberate effort to think differently and see with "new eyes".  This isn't about looking at different things - its about looking at the same things differently.

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The role of networks in organizational change | McKinsey & Company

The role of networks in organizational change | McKinsey & Company | Positive Leadership and Organizational Change | Scoop.it

WhenCompanies shouldn’t focus so much on formal structures that they ignore the informal ones. A McKinsey Quarterly article.


Via Angie Tarasoff
Andy Powell's insight:

When 97% of employees feel their company's culture needs to change/evolve - and this sort of number is not new - you might think we would have this culture change thing down by now.  Unfortunately most culture change initiatives fail.  Here is some insight on a reason that is not often cited - failing to engage the "brokers" - the super connectors.  Do you know who your brokers are?  Do you know how to recognize them?  They are not who you might think they are.

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Angie Tarasoff's curator insight, March 11, 2014 4:40 PM

When we consider organizational change, we often restrict ourselves to thinking about the organization as a whole, organizational units, and individuals. We neglect to consider the role of groups and informal networks. What informal networks and groups exist in your organization and how will you access them to create change?

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A Purpose Beyond Profit - New York Times

A Purpose Beyond Profit - New York Times | Positive Leadership and Organizational Change | Scoop.it
A Purpose Beyond Profit
New York Times
Deborah Cannon/American-Statesman, via Associated Press John Mackey, the co-chief executive of Whole Foods, spoke in a session called “Conscious Capitalism” at the South by Southwest Festival last year.
Andy Powell's insight:

Conscious Capitalism is gaining more and more attention.  Can "big business" someday be a term that is met with positive expectations?  Its not as crazy as it may sound.....

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