My son, Jeremy, works at a sheltered workshop. If you think working with your staff takes patience, imagine managing an entire team of adults with special needs who all have individual quirks and challenges! We are so blessed that Jeremy has an amazing boss named John! Due to Jeremy’s autism and obsessions he can be moody at times even to ...
Edith Onderick-Harvey wrote in Harvard Business Review about five behaviors of leaders who embrace change. Since change is constant, we’re discussing these five behaviors this week. The fifth behavior is to “look for boundary-spanning partnerships.” Many businesses have departments or silos that hinders a unified approach to advancing the business. A large bank had a technology change that was going ...
Edith Onderick-Harvey wrote in Harvard Business Review about five behaviors of leaders who embrace change. Since change is constant, we’re discussing these five behaviors this week. The fourth behavior is to promote calculated risk taking and experimentation. When confronted with risky opportunities, many organizations tend to ask, “Why?” Companies that handle change well tend to ask, “Why not?” Without the ...
Edith Onderick-Harvey wrote in Harvard Business Review about five behaviors of leaders who embrace change. Since change is constant and necessary, we’re discussing these five behaviors this week. The third behavior is to seek out what’s not working. There’s always a need for discovering problems, but especially when major change is happening. I once worked for a CEO who began ...
Edith Onderick-Harvey wrote in Harvard Business Review about five behaviors of leaders who embrace change. Since change is happening everywhere, we’re discussing these five behaviors this week. The second behavior is to look ahead and see opportunity. The author contends that all employees should be encouraged to look forward and help surface opportunities. Marion Laboratories founder, Ewing Kaufman, understood the ...
Edith Onderick-Harvey wrote in Harvard Business Review about five behaviors of leaders who embrace change. Her premise is that 70 to 90% of mergers and acquisitions fail to meet their objectives often due to leader’s reluctance to change. Since change is happening rapidly everywhere, let’s discuss these five behaviors. The first behavior is to share a compelling, clear purpose. Have ...
As long as work is to be done by people, there will be workplace conflicts. We can work to avoid conflicts, or we can embrace conflicts as they arise. Here are several ideas on managing conflicts. Conflicts will occur, be ready for them. Being part of a team does not eliminate conflicts. Establish lines of communication to deal with conflicts. ...
According to Dale Carnegie’s “How to Win Friends and Influence People” one of the first businessmen to be paid $1 million per year was Charles Schwab. Andrew Carnegie hired Schwab in 1921 to lead the United States Steel Company. When Schwab was asked why Carnegie paid him such an abnormally high salary he shared his secret to success. Schwab said, ...
In 1776, our Founding Fathers grounded their argument for independence from Great Britain in their declaration “that all men are created equal, that they are endowed by their Creator with certain unalienable Rights.” They may have declared their independence from Britain, but at the same time they were noting their interdependence upon their Creator. Many people break away from employers ...
Neal Jeffrey is a stutterer, but also a tremendous athlete. He became a quarterback for the San Diego Chargers. Because of his football success Neal receives many requests to speak publicly. Initially, Neal tried to cover-up his handicap. Then one day his wife said, “Why don’t you quit torturing yourself and proclaim that you stutter, then make some jokes about ...
Equipping Others to Do Work Differently
