If you have never experienced successful culture change personally, as a team member in general or as a leader, you may not be prepared or know how to proactively manage your team’s culture. The culture of your team (or department or division or plant or region or whole company) is the engine that drives your team’s success – or its lack of success.
The first thing to consider is a change in mindset. Very little will change, if the mindset that has been driving the imbalance remains unchallenged.
In 2018, flexibility is king. If you want to attract and retain millennials (not to mention Gen Zers), companies need to readdress their office processes and performance management systems.
“Every time we are asked to help, we need to flip through the rolodex of our experiences to get to an idea of what we can offer…”
Sometimes people choose very distinct personas – that is, they choose to play a particular role for a period of time (or even their whole careers)
But I always like to keep my hand in on a few smaller projects at all times too. They keep me grounded. They bring me out to real people, living real lives, with real housing issues. No matter how small their individual project may be on the global scale, for them, it is the biggest project in the world.
“Leadership is a word on everyone’s list said Warren Bennis and Burt Nanus….The young attack it and the old grow wistful for it. Parents have lost it and Police seek it.
I recently was looking at the definitions of the word, “potential”, and I came across a very interesting definition. The word potential in one definition means, “Unused Success.”
Imagine walking into a meeting where you’re going to deliver some tough news to your team. You expect pushback. You know you’ll have to come up with good answers to potentially tricky questions. You’re not exactly looking forward to it.