a theme for the week


This week I have themed my blog to focus on ‘change’ and the leadership opportunities change presents.Working titles are
1) how people and leaders embrace change (or not)
2) why change is the new normal
3) from wanting change to getting changeWatch out for these later this week – change is such an interesting thing; almost all of us want it, but in the abstract we want change from everyone else not ourselves. Obviously self improvement desires are all about change in one’s self – but change addressing poverty, war, climate change are easy to salute and yet hard to write the check for.

The dissonance here reminds me of some other but opposite examples like time travel or teleportation which turn out to be only any good if you are the only person that has it! I would be rudely interrupted to find my great great great grandchildren popping in for a chat, and the idea of my mother-in-law being able to teleport herself into my bathroom is quite alarming to say the least.

Right, back to the serious stuff…

Advertisements

Triangle of Worth ™


Some advice with regard to strategies that I can *prove* deliver results for diverse, geo-distributed teams:

The Secret Sauce: Based on a recipe I cooked up a few years ago called “Triangle of Worth” the key philosophy is a combination of elemental needs for teams and individuals to have a high sense of worth in the workplace and they are:

  1. sense of vital mission – am I working on the critical path?
  2. sense of equity – do I get out something commensurate to what I put in?
  3. sense of respect – am I able to respect the values and mission of my colleagues and peers – and can I assume they respect mine?

Many of the best trends you can observe in the ‘organisational health’ stats I am proud to have been associated with across a number years, teams and geos are influenced by putting this philosophy into action

Ingredients:
  • Clear Vision and Mission
  • OnePager or Equivalent set of goals and KPIs
  • Regular review period not > 3 months
  • Actionable Scorecard
  • Great communications
Method:

Take your OnePagers and make sure they represent a nuclear group – there are 10 active OnePagers for a team of around 60 peeps – so in aggregate no more than 6 people can describe their work in 1 page. I don’t know what the maximum size is to be effective – but it is not huge

Happy to supply some examples / templates – mail me directly

Finally – get into the rhythm of sending weekly notes from staff meetings to all hands – but these notes always start with a commentary from the leader and follow with the wildly important goals for the team this week (not a status of things got done. The focus on goals for the week makes a difference as they tie back to OnePagers or KPIs and so ground that cannot be overwatered is watered again. Regular and consistent is key.

Go, start now!

Add to FacebookAdd to DiggAdd to Del.icio.usAdd to StumbleuponAdd to RedditAdd to BlinklistAdd to TwitterAdd to TechnoratiAdd to Yahoo BuzzAdd to Newsvine