Ron Edmondson

JANUARY 30, 2017

I’ve been a leader in an almost 200 year old company and a new business. I’ve led in a church plant and now in an over 100 years old established church. One thing I’ve learned is there are many similarities in organizations – especially when it comes to the need for changing structure. Healthy organizations maintain an unchanging vision long-term.

Long-term 50

Long-term Creativity Learning-by-Doing Energy 50

Ron Edmondson

FEBRUARY 1, 2017

The People on Your Team I prefer to be a macro-manager. I like to lead leaders. This means I try to cast the vision for a team and get out of the way, releasing each team member to do his or her work in their own individual way. There are times, however, where more micro-management may be needed by senior leadership. More coaching, encouraging or correction may be needed for a season.

Micromanagement 47

Micromanagement Objective Stress Edmondson 47

Ron Edmondson

JANUARY 31, 2017

I can be pretty hard on senior leadership. Having been in such a position for over 25 years, I know the bad side of senior leadership. I’ve witnessed it and, in full candor, I’ve been it. My goal is always to improve senior leadership for all of us, which has been a chief goal of this blog. When I’m coaching other leaders, predominately I’m coaching senior leadership.

Leadership 47

Leadership Loyalty Team Follow-up 47

Ron Edmondson

FEBRUARY 2, 2017

In an organization the unwritten rules are just as, if not more, important than the written rules. I wrote about this idea HERE. If you are considering making changes, implementing something new, adding staff, or any of dozen other decisions in your organization, you need to also consider the these “rules” of the organization. Here are a 7 examples of unwritten rules: The culture.

Organization 47

Organization Consensus Edmondson Long-term 47