The most common corporate buzzwords that I’ve been hearing over the last year are “transformation and “disrupt”. Companies are focusing on how to create a competitive advantage in this tough economic downturn. Markets have been shrinking during this 22 month recession and any advantage must come from focusing on business infrastructure in the reduction of capital . . . → Read More: The Plural of Anecdote is Not Data
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 Leave a comment  Business Philosophy, Career Development, Change Management, Corporate Culture  attitude, busines leadership, business, business culture, business philosophy, Change Management, Corporate Culture, Decision Making, effective leadership, leadership, leadership development, leadership skill, management, management leadership, Organizational Change, professional development, transformational leadership It’s the spring of 2009 and the economy is in the dumper. The average American family’s wealth has dropped by 18% and California’s unemployment rate has topped 10%. Just about everyone in Silicon Valley knows someone who has been laid off from, what were once, promising economic high flying companies and employees are feeling . . . → Read More: Managing in an Environment of Fear, Uncertainty, and Doubt (FUD) One comment Business Philosophy, Change Management, Communications, Corporate Culture attitude, busines leadership, business, business communications, business culture, business philosophy, Change Management, Communications, conflict, Corporate Culture, crisis, doubt, effective leadership, fear, FUD, leadership coaching, leadership development, leadership qualities, leadership skill, leadership styles, management, Organizational Change, organizational leadership, situational leadership, Uncertainty It’s November of 2008 and we are facing the most concerning economic downturn in recent memory. Sure, the mid ’90′s had some challenges but nothing like the economic slowdown that we’re seeing today. People react in funny ways to market challenges. They either take the ostrich approach and try to perform “business as usual” or they . . . → Read More: When Times Are Tough, People Try to Show Their Value After goals are crisply defined for an organizational transformation there are some crucial elements of a group that have to be evaluated. A leader has to look at the existing team and assess the gaps between the articulated goals and what is being delivered today. This analysis should include potential system and process requirements . . . → Read More: Changing an Organization’s Goals Organizational transition, transformation, turn around. There are many euphemisms to describe the act of changing an organization. What do they mean? It is popular for people to describe themselves as “change agents” but they are usually referring to some very clever ideas they’ve implemented in existing organizations to increase value incrementally. This is evolution, to be . . . → Read More: The Need For Organizational Change |
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