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Root Cause Analysis is Over-Rated – What to Do Instead

Leadership Freak

A car that won’t start requires root cause analysis. But people development and culture building may not. We spend too much time asking ‘why’ and not enough time exploring ‘what’ If your team… Continue reading →

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Embrace the Suck

Leading Blog

We can’t develop psychological resilience without experiencing emotional pain and suffering.” The most mentally and physically tough people I know constantly practice the fine art of building resilience—deliberately pounding away at the boundaries of their comfort zone in pursuit of their passions and causes greater than themselves.

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Two Keys for Today’s Leaders

Lead Change Blog

Leaders, anxious to do something about it, began a root cause analysis and did surveys to clarify the extent of the problem and solicit solutions. The conversations that will evolve will allow you to collaboratively discover ways to move towards those outcomes. Here’s an example.

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What Accounts for the Accountability Mess?

The Practical Leader

Do performance reviews strengthen, stunt, or stall development and personal growth? More effective leaders know that conversations need to shift from accountability (which usually means “rank, spank, and yank”) to coaching, growing, and developing. How energizing and helpful are they — to give or receive?

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Are These Systems Serving or Subverting Organization Results?

The Practical Leader

“The 85/15 Rule” emerged from decades of root cause analysis of service/quality breakdowns. About 85% of the time the fault is caused by the system, processes, structure, or practices of the organization. What’s Your OS (Operating System): Is Technology Supporting or Controlling?

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Corrective Action Program Best Practice 2 – Causal Analyses

Strategy Driven

For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here. Consider leaving a comment!

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Corrective Action Program Best Practice 14 – Establish Time Limits for Causal Analyses

Strategy Driven

For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.