What Will it Take for the Right People to Advance in Your Organization?

In one of the organizations I worked with in the past they had saying: “If you tie a manager to a tree and wait twenty years, that manager will turn into a C level executive.” In that organization, promotion was dictated by passively sticking around. The less you heard about those managers, the more likely [...]

The Great Importance of the Perception of Change

Achieving desired outcomes depends on the ability of teams to make needed adjustments to the way the team learns, plans, interacts and executes. If your team is trying to increase sales, for example, people will need to make minor or bigger adjustments to one of the above. If your goal is to increase innovation, people [...]

Thanks Giving or Thanks Pretending

With Thanksgiving coming up, it seems like a good time to check in on your organization’s appreciation meter.

Appreciation, like any good thing, is not something you and your team should always apply. However, experts claim a good ratio of appreciation to correction is 20:80, for every two corrections or comments you share consider sharing eight [...]

Synthesis vs. Analysis, and Other Prerequisite Strategies

The way Steven saw it, innovation was a cultural foundation for his organization, not just a creative effort that was related to a specific project or problem. “Our goals for the process we are building in the organization are to minimize the rejection of new ideas and increase focus on applicability…” (Executive VP of regional [...]

Effective Strategies as Internal Simulators

Liz felt held back for the past three years. In her role as Director of HR and Operations in a large agricultural company, she had been tracking productivity for a while and saw how the growth in sales had slowed down over the last few years. “Our CEO has been in the company for [...]

Brain Science and Changing People

Most people assume that executives can go to a presentation or be exposed to models, and if they understand those models, the logic and reasoning, they will be able to apply the needed changes.

Brain science says otherwise.

In the last ten years neuroscientists discovered that there are two very different systems in the brain: one for [...]

Why Should Experts Guide Managers to Facilitate Change Themselves?

John, a Deputy Director General in a large hospital, found the productivity of Lisa’s team to be a problem because it was draining his time and energy. Lisa was responsible for a team who provided many valuable services to the hospital’s doctors and patients. John believed the team wasn’t made up of the right individuals [...]

Accelerating the Acquisition of Skills

We tend to think of people who do not want to change as specific difficult individuals who block a team’s ability to optimize its potential, but in fact, in most organizations, 90% of the people in those organizations should be included in this category.

“The new team leader is phenomenal. Her energy and incentives have made [...]

Which Do You Prefer: Questions or Answers?

As a manager, when would you prefer to ask a question and when would you prefer to give answers?

Can you think of an example or a situation in which someone you know gave an answer when they should have been asking questions or vise versa?

The brain responds differently to questions and to answers. Questions [...]

Kung Fu Panda and the Secret of Resistance

There are things we integrate into practice without knowing the reason they work. Later, science comes along and provides explanations for things we have done a certain way for hundreds of years, making sense of discoveries. Resistance is one of those things.

According to ancient practices in martial arts as well as modern [...]