Cultivating Leadership Agility
Organizations striving to grow and sustain their success in these dynamic times often try to identify the characteristics in their executives that will propel the enterprise toward its potential.
Conventional wisdom suggests people don’t like change. Actually change is fine with people. Or is it?
Most organizational guidance touts the importance of Collaboration. It is a trait revered by executives, leaders and cultures alike. It is a compelling concept. It is also problematic for many. Here’s why –
One of the challenges in leading change is ensuring that the change is an improvement – not just a different approach that generates insufficient outcomes.
Pop quiz: There are three ways people get ahead in organizations. Which one best describes you?
Healthcare is one of the more confounding aspects of American life.
One of the most common problems in organizations – or across human systems generally – is that the current generation in charge does not feel the next generation is ready to take over AND they are doing little to get them better prepared.
Experience tells us that one of the reasons things don’t change is the people in charge spend most of the time keeping things peaceful and quiet.
“If someone calls you an ass, you can ignore them. If three people call you an ass, you better start looking for a saddle.”
With many of the teams with whom we have been involved, conflict arises. Even among the most capable, different opinions, viewpoints and preferences arise.