There has been a lot of criticism of the younger generations in the workforce, saying that they want to get out of work, that they have no work ethic. That’s not true. They’re simply not willing to work for work’s sake. They want meaningful work, as illustrated so eloquently in this video of Viktor Frankl, survivor of the Holocaust and author of Man’s Search for Meaning.
Memphis took on its mantle as the distribution center of America in a very short time and through a very deliberate strategy. Michael Basch, a founding partner of Federal Experess and one of the architechts of this tranformation tells us exactly how a small, dedicated team (r)evolutionized and transformed Memphis.
Leadership continues to evolve. First there was the autocrat, then the bureaucrat, and most recently there has been a lot of talk about the visionary or transformational leader. Now, with the massive turbulence in today’s society and organizations, we’re seeing the emergence of a new leadership style to navigate today’s complexity.
Over 70% of most major change initiatives fail because they treat organizational change as a mechanical change to implement, and forget the ‘people’ side of the equation. It requires time and work to build buy-in and commitment to change.
In this week’s Leadership180.Net, Ravi Tangri introduces Chrysalis’ ‘Go-No-Go’ framework for building buy-in and commitment to change.
One of the greatest challenges today is how to engage multiple stakeholders and/or large numbers of stakeholders in collectively crafting a way forward. How do you allow each person to be heard and yet craft a strategy to move forward in a reasonably timely fashion.
Traditional engagement methods fall short, but there is a process that allows every voice to be heard and that enables groups of tens, hundreds or even thousands of people to swiftly tap their collective wisdom and collective find a way forward. This process is the World Cafe.
How can you expect your people to respect you as a leader if you don’t respect them? During my Leadership180.Net interview with Avinash Menon of the Ritz-Carlton, I asked Avinash what one principle made the leadership approach of the Ritz-Carlton so effective, and his response was clear – respect. That is the foundation upon which their leadership – and their phenomenal service culture – is built. And yet, how often does respect show up as a leadership competency?
Far too often, the leader is seen as someone who is ‘above’ and apart from his or her followers. Respect is expected because of his/her position and respect given is often little more than lip service. Now, think of your own experiences. If someone doesn’t show respect to you, what is your natural response? Is it to fawn over them with adulation and respect for them? Not often.
In today’s world, where one leader cannot have all the information needed – and thus needs to engage all the other players in co-creating the way forward – respect is a fundamental requirement for leaders. If you are going to engage others, you have to start from a place of respect, not command.
While delivering a leadership program at the Ritz Carlton in Doha I had the opportunity to interview Avinash Menon, the Director of Human Resources to dive deeper into how their leadership shapes their service culture.
If ‘Thank God It’s Friday‘ is an all-too-common phrase in your workplace, and your people dread coming to work after the weekend, then you have a problem as a leader.
In this latest Leadership180.Net, Ravi Tangri explores the two major costs of this lack of engagement to you and your productivity, and he outlines what this calls you to focus on as a leader today.
Why do over 70% of change initiatives (TQM, reengineering, mergers, etc.) fail? Simply put, the analysis and design work stop short and ignore the major barriers to change.
In this clip from a presentation, Ravi Tangri introduces you to Chrysalis’ Solutions Model (TM), a simple framework that expands traditional strategic analysis and planning to ramp up your odds for succeeding in your change project.
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