244 Posts found for Source: ChangeThis

Conventional thinking […] confuses a good decision with a good outcome. Most will say, “We cannot know how good a decision is until we’ve seen the results.” That makes no sense in a world of uncertainty and unforeseeable events that decision makers cannot control. A good decision, for example, might be undermined by poor implementation. Or events on the far side of the world may … [ Read more ]

Content: Quotation | Authors: Carl Spetzler, Hannah Winter, Jennifer Meyer | Source: ChangeThis | Subjects: Decision Making, Management, Productivity / Work Tips

Learning isn’t just about taking in information—it’s about what you do with that information. Do you use it to see the world in new ways, to come to new conclusions, to behave differently? If not, I propose to you that you’re not really learning. […] Real learning is almost always at least somewhat uncomfortable. It’s challenging. It’s figuring out how to operate in new ways, … [ Read more ]

Content: Quotation | Author: Erika Andersen | Source: ChangeThis | Subjects: Career, Learning, Personal Development

Entrepreneurs are always called crazy, until they start making money. Then they’re brilliant.

Content: Quotation | Author: Alex Charfen | Source: ChangeThis | Subject: Entrepreneurship

Content: Quotation | Author: Alex Charfen | Source: ChangeThis | Subjects: Entrepreneurship, Organizational Behavior, Personality / Behavior

The good business question is, “How are our [revenues, margins, market share, expenses] compared to our potential?” Are there behavioral considerations at the workforce or leadership level that are prohibiting us from achieving that potential?

Content: Quotation | Author: Carol E. M. Anderson | Source: ChangeThis | Subjects: Human Resources, Leadership, Management, Organizational Behavior

Remembering that HR programs are simply message points helping leaders and the workforce do their best work, HR has to make sure those points are linked closely together, align to the business objectives, and do not frustrate the heck out of customers.

Content: Quotation | Author: Carol E. M. Anderson | Source: ChangeThis | Subject: Human Resources

When operational leaders resist “HR programs,” HR needs to take that as a sign that either the operational leader has not yet made the link between what she is asked to do and improving performance, or the program does not do what it is purported to do. Either way, HR is not delivering service to their customers.

Content: Quotation | Author: Carol E. M. Anderson | Source: ChangeThis | Subject: Human Resources

If operational leaders were leading effectively there probably wouldn’t be a need for all of the regulations and rules that choke most organizations today, ergo the HR programs. After all, HR programs are merely a framework showing the way to effective leadership. If those programs are not doing that, it is the C-Suite who must demand something different, measure the effectiveness and work in collaboration … [ Read more ]

Content: Quotation | Author: Carol E. M. Anderson | Source: ChangeThis | Subject: Human Resources

Content: Quotation | Author: Carol E. M. Anderson | Source: ChangeThis | Subject: Human Resources

You need the leadership trifecta: the ability to create impact, exquisite self-care, and the ability to bring people with you so they feel good about being on your boat. Self-care, impact, people. Hop to.

Content: Quotation | Author: Anese Cavanaugh | Source: ChangeThis | Subjects: Leadership, Management

Executive presence has long been a catch-all phrase. When you ask people to define it, they often answer, “I’m not sure, but I know it when I see it.” When pressed they might say it’s body language, gravitas, charisma, or presentation skill. Countless books, articles, and TED talks reinforce this idea. All you need to do is walk on stage like you belong there, open … [ Read more ]

Content: Article | Author: Suzanne Bates | Source: ChangeThis | Subjects: Career, Personal Development

When organizational structures were relatively uncomplicated, the pyramid worked well. But as they grew in complexity (for example, as domestic businesses went global and/or diversified), it became more challenging for information to move smoothly up and down and more difficult for top managers to “see” what was going on many layers below, much less convey relevant insights and make informed decisions.

Enter American consultant and … [ Read more ]

Content: Quotation | Authors: Bob Frisch, Cary Greene, Robert Galford | Source: ChangeThis | Subjects: Management, Organizational Behavior

It shouldn’t be a big surprise that leader behaviors that make work groups or organizational units more successful are not perfectly correlated with the behaviors that make leaders individually more successful. Organizational performance and leader career outcomes are imperfectly correlated.

Content: Quotation | Author: Jeffrey Pfeffer | Source: ChangeThis | Subjects: Career, Human Resources, Leadership

In medicine and, for that matter, other disciplines such as engineering, we demand expertise and try as best we can to assess whether or not people know what they are doing and talking about. In leadership, a good story coupled with enough self-assurance is often sufficient.

Therefore, in the domain of leadership development, where interventions as frequently measured by their entertainment value and with no science … [ Read more ]

Content: Quotation | Author: Jeffrey Pfeffer | Source: ChangeThis | Subjects: Expertise, Human Resources, Leadership, Management, Organizational Behavior

Measures signal what is deemed important inside companies, because what is measured must be, almost by definition, important—just for the very fact of it being measured. Conversely, what is neglected by measures is, by inference, unimportant. Measures focus people’s attention. Measures typically drive rewards and reinforcement, because performance on measures has consequences for people’s raises, promotions, and job tenure. Therefore, and it should come as … [ Read more ]

Content: Quotation | Author: Jeffrey Pfeffer | Source: ChangeThis | Subjects: Management, Measurement, Motivation, Organizational Behavior

As things have gotten faster and more complex, coaching’s importance has only continued to rise. But who has the time? Don’t despair. Coaching’s something everyone can do, do quickly, and do in a way that will have a significant impact on performance and satisfaction. But to make it work for the time-crunched manager, you need to follow three principles.

Content: Article | Author: Michael Bungay Stanier | Source: ChangeThis | Subject: Management

One of the risks of using motivation and discipline as single bullet strategies is that none of us is disciplined in every part of our lives. Neither are we motivated all of the time. And yet we rely on these two psychological factors to drive engagement and performance.

A better option, in our opinion, is to utilize design over discipline. What this means is, designing systems … [ Read more ]

Content: Quotation | Authors: Dan Gregory, Kieran Flanagan | Source: ChangeThis | Subjects: Management, Motivation, Organizational Behavior

One of the virtues of Decision Quality (DQ) is that it allows us to know if we’ve made a good decision at the time we are making it. If we’ve correctly followed the process, we can confidently state that ‘We made the best possible choice given our alternatives, the available information, future uncertainties, and the things we can control.’ That’s contrary to conventional thinking, which … [ Read more ]

Content: Article | Authors: Carl Spetzler, Hannah Winter, Jennifer Meyer | Source: ChangeThis | Subjects: Management, Personal Development

Real learning is almost always at least somewhat uncomfortable. It’s challenging. It’s figuring out how to operate in new ways; questioning your assumptions; putting new ideas into practice. Real learning takes you out of the tried-and-true, and into that murky, disturbing land of I’m-not-very-good-at-this. And, I submit to you, that kind of learning is central to our success today.

Content: Article | Author: Erika Andersen | Source: ChangeThis | Subjects: Career, Personal Development

It’s natural to expect that many young companies fail, but what’s remarkable is that in an overwhelming number of times, they fail from avoidable mistakes. Of course sometimes events occur that could never have been predicted—such as the loss of a key founder, or an unexpected government action that eliminates the need for the product—but these events are rare in our experience. This is a … [ Read more ]

Content: Article | Authors: Henry Kressel, Norman Winarsky | Source: ChangeThis | Subject: Entrepreneurship