How many of you wear (or have worn) badges peppered with words and phrases representative of your company's core values? Have you internalized these core values and model them at work? Are they even meaningful to you? And did you receive training on how to translate these values into everyday behavior? Far too often companies build their cultures around value words, which by themselves mean little to their employees or contingent workers.
Entries categorized "Change Management"
I was reminded of the power of mindful change as an element of personal and professional growth as I was putting the finishing touches on a presentation for an upcoming reinvention program. I was thrown a personal “curveball”, a baseball term for those unfamiliar with American sports, adding another layer of complexity to the reinvention work that I'm helping others with, along with my own reinvention cycle (you might remember that I’m a two-year “marker” person—my Optimum Change Cycle is two years—which means that I begin the reinvention process half-way through my OCC). The practical aspects of mindful change hit home with all the cha-cha-changes going on!
Leaders ask professionals to change for a variety of reasons—shifts in strategy and direction, new product introductions, process improvements, or personal issues with job performance. Professionals change when their jobs change, and others strategically reinvent their careers in order to not miss their Personal Inflection Point. Preparing people for ongoing change requires that they learn how to remain nimble and pivot ready. But motivation can easily turn destructive when leaders fail to heed these seven call to actions.
I like to think of organizational politics as people dynamics gone awry--people competing with one another to get their primary (and sometimes) secondary needs met within a certain timeframe. Company politics are always part of the workplace landscape, so you might as well get used to it and ensure that you have the right equipment and people backing you before diving in.
Over the years I've had the greatest of opportunities to partner with some amazing folks, and as a Change and Transformation consultant and coach, this means that I’ve experienced different leadership and work styles. It still surprises me, though, when business leaders and managers fail to leverage the “unpolished gems” quite often right in front of them, under-utilized professionals who represent untapped potential.
Imagine yourself as the go-to person for tackling projects no one else wants. Sound like a desirable career strategy? Most professionals wouldn't think so. Typical career advice focuses on doing what you love and playing to your core strengths. Sound advice if you have enough life and career experience to know what you love to do and have had enough opportunities to test your support systems.