Organisational culture

The Secret to Successful Change

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I was shocked! And slightly disappointed in myself. In hindsight perhaps I shouldn’t have been, but I was – even though I suspect change professionals … Read more

How the Learning Cycle Fits into Organisational Development

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This is key: while you intuitively understand that your organisation is the aggregate of the people who work in it, you must consciously recognise that every person is an individual. Maximising your organisational learning means maximising individual employee learning. Thus creating a learning organisation, with an effective continuous improvement programme that secures your organisational development, necessitates ensuring you introduce mechanisms that will identify and circumvent the limiting effects of these filters. Your business demands nothing less.

Challenge: People Skills or People Management Skills

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The challenge posed thus provides a good starting point for the HR profession to challenge themselves. Not least because the report can be said to imply, from the very first requirements to be outstanding, that HR is itself confused and does not itself fully understand its own role.

‘People’s Companies’ would make a moral difference

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We owe it to ourselves and future generations to get back on the right moral track. Employee ownership or ‘People’s Companies’ clearly offer a means to do this. So why not explore the ‘Every Individual Matters’ model as the way to deliver these?

A misguided idea of leadership: could this be the ultimate leadership mistake?

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If you want to fulfil your leadership potential and be more effective as a leader, you don’t need to be more politically savvy – you need to be more “strategically savvy.” You need to be more inclusive. Only then will you build the trust and common purpose that delivers strategic alignment, and ensures sustainability and success, through strategically savvy people.

The Difference between a Manager and a Leader

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By recognising and focusing on each and every individual, the ‘Every Individual Matters’ model enhances personal performance on an organisation-wide basis and thus inevitably enhances organisational performance. It provides a solid foundation for coaching and so builds a powerful, sustainable leadership framework.

Kill the Performance Review

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Performance reviews remain in the news. Last week I wrote about Accenture’s abandoning them, but this week came the even more shattering news that GE … Read more

Beyond the Performance Appraisal

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Perhaps you have heard that Accenture is abandoning performance appraisals. (If not, you can read about it here.) Whenever or however you learned this, you … Read more

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