Pervasive Change Needs Specific Leadership Skills
Categories:
Leadership
Categories: Leadership
| The pervasiveness of change throughout today's enterprises means that special leadership skills are needed in IT organizations - skills in organizational change management. These skills are needed up and down the organization chart.
So the next questions are: Do the vast majority of IT organizations have these skills? Do C-level execs realize they need these skills? The Institute for Corporate Productivity completed a survey this year and found that
(Here is a summary table for the survey results but you may need to register. )
Even in this era of pervasive large change, organizations have not responded to upgrade the skills of project managers and others.
I'm starting a series of posts on leadership (with an article later in July) and would like your opinion about the change management leadership specialty.
Let me know by responding. |
Posted on: July 07, 2010 12:19 PM
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Motivating Through Worker Definition of Success
Categories:
Leadership
Categories: Leadership
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Continuing with the sporadic series on leadership in the downturn, it's time to look at another good idea for motivating workers when there is a lot of bad news around.
Jon Katzenbach studies great motivators in the workplace. He tells us that you should use your knowledge of the individual definition of success of your workers to motivate them. This is good news. When it is difficult to find "external" motivators (such as it is now in this bleak economic environment), you can focus on what each individual values. For example:
It's so easy to lump everyone together and make the same comments about how we all have to weather this storm together, but how many workers does this really motivate? Funny thing is, the same managers who use statements like this were never motivated by these statements when they were workers themselves.
Refocus your motivational tactics. Your workers will respond with improved performance.
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Posted on: March 06, 2009 07:00 AM
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Leadership for Those Who Remain
Categories:
Leadership
Categories: Leadership
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After layoffs you want to maintain high morale and productivity for the remaining workforce, but it is not easy. Their collective head is spinning with all kind of emotions. They are not sure what jobs to do in all cases. What's worse, you may feel the same way.
In your project, the workers who are left will be taking their cues from you. Your tone and attention to the adjustment that the workers must face are crucial:
This article is for small businesses, but the ideas are also good for projects.
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Posted on: March 03, 2009 10:21 PM
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Social Media: Cheap, Quick Training For Today's Projects
Categories:
Learning
Categories: Learning
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Now that we are aggressively cost-cutting and looking for ways to avoid additional expenses, training is an obvious area to reassess. An article by David Wilkins suggests there are three general approaches using social networking and other Web 2.0 technologies.
This third option provides an inexpensive way to transfer knowledge and expertise, especially if there are no existing formal courses. Communities are also quick to put together to meet a tight deadline in your project. You still have to make sure it is managed properly in order to get the results you desire, and has been noted in a previous post, your training specialists may not have the expertise. Find an expert in using social networking in learning.
An update on my last post: Mass layoffs (those that involve at least 50 workers) increased more than 50% in January. The industry with the highest number of unemployment claims? Temporary Help Services. Have you lost temporary help?
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Posted on: February 27, 2009 07:53 AM
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Your Surprising Role in Layoffs
Categories:
Leadership
Categories: Leadership
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There are still layoffs to come in many organizations. If you are involved as one who is conducting the meetings with individual employees, or if you have workers who will be laid off , you want to make sure that there are as few legal actions as possible resulting from those layoffs. Harsh, but true.
The question is: What is the best thing for you to do to make the best of the situation and not make any errors?
Take special legal training? Not the most important.
Take special management training? There is something more important.
Just be nice? That sounds pretty lame.
But it's correct! It turns out that if you treat employees with dignity and respect during the notifications and afterwards, they will be less likely to initiate a lawsuit. Happy, but true.
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Posted on: February 24, 2009 10:44 PM
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