Need to Unify? Remarkable Ways to Create Community

On the second floor of the Renwick Gallery in Washington DC is a holy place. David Best’s Temple invites quiet contemplation in a huge ballroom completely dressed with intricately carved wood. Thoughts spill onto the surfaces as visitors are invited to take a small piece of wood and write what’s on their mind. These tiny […]

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The Surprisingly Best Day for Change

I’ve been travelling in Italy this past week for business constantly moving from plane to hotel to train and back again. It’s hard at times to push myself to keep up work routines let alone work on a new idea. Wouldn’t it be easier to do all that once I’m connected to a network, had […]

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From Survive to Thrive: How to Align People on Success

When companies want to grow, differentiate, or compete effectively, they don’t take baby steps. They transform. If your involved in a transformation initiatives, your success will be directly correlated to how well you engage people. Without having everyone pulling in the same direction, your chances of reaching your goals are minuscule at best. You need […]

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Get Them on Course: The Five Signals of Leaders Who Lead

I’ll never forget my first year with IBM when, after reinforcing the importance of work-life balance, a VP stood up in front of the entire Canadian organization and related how she often worked long hours, including “during her daughter’s birthday party.” Oh dear. Every leader wants to inspire their people and most are able to […]

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How to make change fun

Guest Blog: Steve Salisbury Many of my clients are looking for guidance in the area of motivation and celebration during difficult change. Steve provides some great advice and agreed to let me repost it here. You can read more of Steve’s wisdom here. How to make change fun One of my clients hosted a cooking […]

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Manifesto For Effective Organizational Change

I’m often asked about my thoughts on the discipline of change management – where it is and where it’s going. There is new  thinking required in our approach to change. Here it is: 1. Don’t manage change; Provoke it. Best practice says that we should gradually expose stakeholders to the future state. Go for broke. […]

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