Matrix Management Magazine
Sandy Trume, the Director of Organizational Development at ABC Inc. was taken away in a straight jacket from corporate headquarters in Tulane on Wednesday. Witnesses said she was drooling and babbling incoherently.
The march forward to more effective and efficient organizations needs to be led by organizational development professionals. All too often change initiatives lose traction and wind up on some shelf to collect dust, which is demoralizing and wasteful.
Organizational development professionals have the power to ensure that the above doesn’t happen and that organizational change does become a reality. Consider the following seven steps toward this goal.
Getting results without authority, negotiating the best outcome, and influencing peers and superiors is no longer just for professional mediators, attorneys, or UN peace-keepers. We all need these skills right at our work places, and they are worth practicing daily.
Organizations where influencing and negotiation skills are strong are able to create lasting changes, attract best talent, and deliver their best products and services.
Change starts and stops with the organization's leaders. Every restructuring or change initiative brings about graphs and plans showing effective collaboration, optimized resources, and great teams.
Yet, more often than not, these ideas stay on paper. Senior leaders who often initiate and direct change initiatives are the very people who have the hardest time adopting new behaviors and practices. Why so?
Traditional leaders are used to their “command-and-control” leadership styles that they’ve gotten comfortable with (and worked towards) their entire careers. In order for leaders to change their ways, they need to understand what true collaboration is, have a way to learn new skills effectively, and set standards for others in the organization to follow.
Leading effective meetings is one of the key global leadership competencies sought out by organizations worldwide, yet many leaders still lack the skills needed to make sure their meetings produce outcomes. Take action to stop wasteful, unproductive meetings!
The business environment and the needs of today's organizations have been changing rapidly in the past few decades. We all know we need to keep up, as individuals and as organizations. The question is what exactly do employees - leaders and professionals - need to learn?
When you're leading teams that include stakeholders, which is pretty much most teams nowadays, authority isn't going to do you much good. Even direct reports no longer appreciate the use of authority or accept the "because I said so" management style - they want to weigh in on decisions.
Good news is here - you don't need authority in order to lead!
There's a barbecue joint near my house. The barbecue is fantastic and the business is hugely successful. People line up for the barbecue an hour before the place opens. The restaurant's menu is focused on one key offering - the barbecue -and a couple of accompanying menu items - potato salad and cole slaw.
There's not much else on offer - no other sides, meat, or alcoholic beverages. The business is kept as simple and focused as possible, and it works well. This, however, is an exception, rather than the rule. Most businesses have no choice but to be complex.
Restructuring is tough, even when the need for it is widely acknowledged and supported across the organization. More often though, change is received with resistance.
As today's organizations grow more interconnected and complex, how can we ensure that our employees have all the skills and knowledge they need to be as effective as they can be?