Organizational Artifacts And The Reshaping Of History

As Winston Churchill once proclaimed, “History is written by the victors.” While this sentiment may hold a bit less weight in today’s society where even the “losers” can shape the collective narrative with the help of things like the internet, the “winners” do tend to hold quite a bit of power over shaping how future generations interpret the events of the past.

One way to shape peoples’ interpretation of the past is to remove and replace the physical artifacts of a people. The statues, monuments, images, the schoolbooks and stories that do not align with the version of history that you wish to promote. Read More…

Weathering An Organizational Storm

$16-billion dollar weather disasters have affected the US this year, from January – October. And the year isn’t over. We all knew someone, or personally experienced these events – from hurricanes Harvey, Irma, and Maria to the more recent wildfires in California. These traumatic events have taken a physical and emotional toll on many.

Living in Florida, hurricane season is one we plan for and anticipate every year. But always with a wait and see mentality. This year may be quiet, with little impact to our homes, or it may be the year where we experience the storm of the century. Having just watched the unexpected impact of hurricane Harvey to our neighbors across the Gulf, here in Florida, we watched the path of hurricane Irma with great anxiety. In the days before hurricane Irma was scheduled to make landfall, Governor Scott called for a State of Emergency. The skies were blue, social and professional events went on as scheduled, but the environment was charged. Water became scarce in the stores. Group chats permeated social media. We all accessed the local news channels and apps with more frequency as we sought the most up-to-date information on the direction of the storm, and the potential impact to different regions of the state of Florida. Who would be impacted, how badly, and when? Read More…

What To Do When Your Help Isn’t Helping

“Hello! I’m here to help!”

So many of us (consultants, leaders, individual contributors) are trying to “help” in our organizations. Helping may take on many forms. It may look like a new initiative, advice for a colleague, a technology update, or an entirely new strategic direction – all done in the name of making things better. I’m here to tell you that your approach is (probably) missing something.

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How to Overcome the Anxiety of Change with Organizational Empathy

overcome anxiety of change with organizational empathy

We often talk about organizational change like inertia. We assume that the plans we put into motion will continue in motion unless they’re otherwise affected by some outside force.

But the truth is, organizational change is more akin to entropy. Even without the influence of outside forces, our processes tend to move toward disorder unless they’re continually and actively managed.

Change is a constant, unrelenting force that we as leaders must navigate every day. So how do we make sure we’re positioning ourselves and our teams to operate in such conditions?

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Stop Guessing: How to Measure the Impact of Transformational Change

measure transformational change

Are Your Transformational Change Projects Successful?

Nod your head if you have ever heard, seen or (heaven forbid), quoted this statistic: “70% of change efforts fail.”

You nodded, right? Let’s face it; the 70% failure statistic is dramatic. It builds the case for hiring experienced change practitioners. It cautions implementers to learn about change management practices and integrate them into their tactical tasks.

Unfortunately, it’s a made-up number. Back in the 90s, Michael Hammer speculated about the success rate of re-engineering projects and since then, authors and speakers have cited 70% as the failure rate for all types of change programs. Several change practitioners have dug into the change archives and vigorously refuted it. (See here, here and here.) Yet, it persists.

Even if no one had refuted the number, I stopped believing it years ago. As a measurement practitioner, I have found that:

  • Few organizations are disciplined or adept at identifying measures of success at the outset of their projects;
  • The data to measure success is often difficult to collect;
  • The evidence of success can rarely be attributed solely to the change effort;
  • Leaders move the finish line or unexpected circumstances cause it to move;
  • The initial sponsor leaves and her replacement does not revisit the measures.

Given all this evidence against it, how can anyone state with such certainty that 70% of change projects fail?

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Why Company Culture is Critical to M&A Success

company culture mergers and acquisitions success

The actual results of mergers and acquisitions don’t always live up to expectations.

M&A growth strategies promise a multitude of strategic opportunities; from rapid growth, to elimination of competition, to access to new markets. And many organizations are currently, or have, embarked on merger and acquisition growth strategies to varying effect.

When asked about the primary causes of these mixed results, most leaders cite a misalignment between the two organizations’ cultures. This friction can wreak havoc as the members of different groups assimilate to drive the performance gains that M&A strategies forecast.

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The Brilliant Basics of Culture Transformation

basics of culture transformation

By Mark Tomaszewicz

“The journey of a thousand miles begins with one step.” – Lao Tzu

Transforming your culture is about changing individuals first and the organization next. Change is a result. That’s right, organizational change is a result of an individual change.

There are many definitions of culture. The one that I like the best is “what a group of people choose to believe and consistently do”. Changing your company culture means you are:

a) Changing what you believe,

b) Changing what you do, or

c) Finding a way to do more consistently

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The Key to Making an Agile Working Policy Fly

how to make an agile working policy fly

By Chris Baréz-Brown

Agile Working has become the buzzword for how to turn your business into a thriving, creative and productive hub while attracting and retaining the best talent. It’s moving from flexible working to smarter working. And it does what it says if you follow the recipe.

Agile Working was originally created by Toyota to get production lines moving faster. It gives people the ability to work in various locations to complete the tasks necessary to do their jobs. Specific desks do not exist – you can work from a collaborative space, a breakout area, home, a café, or wherever benefits the task at hand. And employees are supported with practices and processes that allow them to be agile. Agile Working makes work seem less gray and more technicolor. It’s enticing, exciting and human. And it works.

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Can We Use Parallel Processes to Solve Organizational Problems?

parallel processes solve organizational problems

In 1989, Kenwyn Smith published a study entitled “Fix the Women”, describing a consulting situation characterized by fighting between two women in a troubled unit of a state hospital. After assessing the behaviors, the researchers determined the women’s hostility was actually fueled by feelings of competitiveness among the three senior men in the unit.

This is a phenomenon called parallel process thinking: when dynamics of one system are picked up and enacted by another system. In this case, the competitive dynamics of the men in the hospital unit fueled the conflict between these two women.

Consultants don’t always think of the theories associated with the work we do. They become part of us and our work. We talk to people and through years of experience, theories in behavioral science organically drive what we do, how we speak to people, how we solve problems, how we help, and how we advise.

When focusing on results with clients, especially within a limited timeframe, energy is usually spent toward practical application. But this theory is important because it affects everybody. If you can understand parallel process thinking, then it has potential to serve as a guide for better problem-solving.

So let’s examine this idea of parallel processes.

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