Science can tell us how to do many things, but it can not tell us what ought to be done.” – Author Unknown In most workplaces, everyone knows who the internally motivated people are and most everyone doesn’t like those people. Why? I’d offer it’s because most of the internally motivated people you meet in […]
What ought to be done Read More »
When you encounter people who seems lost or dead to change, don’t give up on them. Instead, drive change and watch how you just might revive them through your example. You will revive the forgotten man. Why not try?
Reviving the Forgotten Man (again) Read More »
Some days you might struggle to find a new idea to spark your creativity, you might drag yourself through a team meeting, you might feel like you are running on empty. Don’t worry. We all have days — or even weeks — like that. The challenge isn’t to avoid those days. The challenge is in
No two people will perform a task the same, with the same passion, the same speed or the same curiosity…. …unless you force them all to behave one way. When we drive people we force our best and our worst to conform to the same standard, often lowering what the best can accomplish to the
The Power of Variation Read More »
Just when you think you’ve talked to all the groups you need to talk to, shared your change story with all the important stakeholders, and publicized your change effort to death, you’ve really only just begun. Whatever the reason, people forget what they hear only once, can hardly repeat what they’ve heard twice and can
Last May I posted a long discussion about the importance of drawing pictures: If you want to succeed a driving change, practice drawing pictures. Specifically, practice drawing pictures of either what the future looks like or what the journey to the future looks like.” Today I was back at it, drawing more pictures in an
Last Saturday some friends and I sat around discussing our various techniques for creating change within large organizations. During a portion of the conversation we were debating whether or not to create change in a large organization you need to… A. Change policies from the top of the organization across the whole organization or B.
When you’re driving change, attitude matters. Those people committing to the change with you don’t just want to achieve the objective; they want to be part of something special. Your attitude will help them to see whether or not what they are doing is special. Keep up a good attitude and who knows what you
It’s all in the attitude Read More »
When you’re at work in your job or in your volunteer organization, how long is the time span you’re considering when making decisions? Do you think about today, the next few weeks or the next ten years? If you manage people or lead an organization, what is the time span your people are considering? Do
What’s your time span? Read More »
Many of us who are driving change sort of people are of a helpful nature. We love to make things happen, and sometimes people take advantage of our generosity. Not once, but twice today I had to mention an old post of mine, The Feedback Hook, to describe how they could get themselves out of
Don’t let yourself be overrun Read More »
