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Operational Leadership

By Martin Royal It's been well established change initiatives have high rates of failures. It is well documented that the costs of poorly managed change initiatives measure in the millions. Therefore, understanding the reactions of employees to planned organizational change is a significant concern for many organizations. Many organizations are confronted with swift environmental, industrial and technological changes that challenge them to continuously adapt their processes. Effective organizational changes rely on the cooperation and engagement of employees. Poorly managed changes may lead to a variety of unwanted outcomes. These may include decreased workplace satisfaction rates, reduction in both individual and overall

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By Josh Williams, Ph.D. In of the most famous psychological experiments in history, Stanley Milgram set up a situation in which participants believed they were providing electric shock to a perfect stranger (who was actually a paid actor) as part of a study on memory and learning. Participants were told to shock the person, who was in another room, when he or she gave incorrect answers to various word pair questions. In some cases, the actor made a point to say he had a heart condition. In reality, the person was not being shocked. However, the participant didn’t know this. In fact,

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By Eric Johnson The front-line of many organizations is often the first segment of interaction of the company to its customers. In a past post, we have discussed the importance of customer care. In this post, we discuss empowering employees to make the decisions that align with the organization while increasing their own satisfaction with their roles and ability to achieve their career objectives. To do this, a considered approach consists of the following: 1. Develop a robust human resources program with the goal of understanding employee incentives2. Create a cross-training / rotational program to expand employee skillsets3. Create clear association of expected

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By Eric Johnson Strategy and Planning are the core activities in any organization that provide guidance and link the “whys” to the “hows” that define utilization of resources in producing high quality outputs. These are also core events in the business cycle that should be driven by data behind both external and internal forces to best approach the most advantageous deployment of resources toward customer satisfaction. Whether it's that time of the fiscal year or whether changing conditions necessitate a shift in the business approach, strategic planning is an event that everyone knows needs to happen, but few look forward to. The

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By Eric Michrowski The research is very clear on the value of diversity in the workplace. And when leaders think of diversity, it shouldn’t be limited to only 1 or 2 dimensions. The goal should be to bring as many perspectives and viewpoints to the table. In addition to being fair and a good corporate citizen, the purpose of diversity is to stimulate better debate when decisions are being made. When the right culture is in place, this helps improve the quality of solutions. In turn, this drives improved business performance. With tomorrow’s challenges and organizations becoming more global and diverse, those

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By Margaret (Maggie) Carey Motivating change is a crucial element of change management. It is human nature to be resistant to change, especially as organizational change can often pose a threat to an employee’s job security, competencies and skills, and overall perceived worth. Two ways to motivate change are: 1) to proactively combat resistance to change and 2) to create change readiness. Proactively Combatting Resistance to Change As an organization begins a change management process, employees must go from the certainty that they currently work in, to the uncertainty and ambiguity that lies ahead. This uncertainty and ambiguity may cause anxiety and resistance

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