Remove 2013 Remove Bottom-up Remove Leadership Remove Project
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4 Steps for Making Change Happen

Great Leadership By Dan

Our clients'' resistance to change was not irrational and it was up to us, not our clients, to manage it. Find some "out of the way" department or project to experiment on where the variables are controllable, the investment is minimal, and results are easily measured. But if it crashed the organization, heads rolled.

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3 People to Share Dreams With Today

Jason Womack

Can you "image-in" experiences you hope are on the way and (perhaps) even plausible surprises that could show up? When I do this, I line up the 24 cards in order of the next year. Then, I "challenge" myself to write down AT LEAST 3 bullet points (ideas, projects, goals, ideas, etc) on EVERY card. This is NOT "wishful" thinking.

Video 133
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How to Complete an Individual Development Plan | Thoughts for the.

Nathan Magnuson

They’ve proved quite handy for many organization seeking to develop employees’ leadership skills (instead of only job skills). At the bottom of the post I’ll include a link to an IDP template you can use for yourself or your team. Great post and can’t wait for the follow up. Some sectors, such as the U.S.

Planning 234
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The Ideas that Shaped Management in 2013

Harvard Business Review

But then we end up debating what counts as best — important? The result, I think, is a set of ideas that together are important, useful, and original, and that feel like quite an accurate account of the management concerns many of us shared in 2013. The right kind of project management — and project manager — really matters.

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Blurred Lines: Setting Healthy Boundaries at Work

Strategy Driven

Boundaries prevent unhealthy people from taking up too much of your time, energy, or resources – all precious commodities in the workplace. Be warned, toxic people don’t like boundaries because they want to shift responsibilities according to their mood or the project. Bottom line, every relationship you have influences you.

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The Success Delusion

Marshall Goldsmith

The higher we move up the organizational ladder, the more our employees let us know how wonderful we are! The bear was about to clamp on an unsuspecting salmon jumping up stream. They must have us mixed up with someone who truly does need to change. I behave this way. I am successful. It’s an interesting three-part response.

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Six Paradoxes Women Leaders Face in 2013

Harvard Business Review

Easing into the New Year, one big hope we have for 2013 is that women continue to bridge the gender gap in terms of pay equality and access to leadership positions. The bottom line is that progress in wage equity has hit a wall. Men at the top are more likely to pull other men up by their collars into the C-suite to join them.