The way we live, work, socialize, travel, learn and more is all a bit (or a lot) different now. Today incremental change is not enough – you can’t just think “outside the box.” You need to blow up the damn box. Here's how.
Few people welcome change. In fact, most of us fear it. But there are ways to set your organization up for success. Change isn't easy. But it is possible. Are you ready to learn how to make your change stick?
At Root, we believe in challenging you to become a disruptor, and then empowering you and your people to get engaged in that journey. It's time - will you disrupt or stay stagnant and watch someone disrupt you. What do you choose?
Jim Haudan speaks with Dr. Rick Lofgren, president and CEO of UC Health, and Charlie Piscitello, chief people officer at Acutus Medical, Inc. to get their thoughts as how leaders can best lead during challenging times.
During large-scale change, being nimble is key. You must be know your Why, but be prepared to adjust your what and how as new challenges arise. Let your purpose, your why, guide you and your people to achieve long-term success in the end.
Recently, Root Inc. co-founder Jim Haudan met via video conference with Jim Boomgard, president and chief executive officer of DAI: International Development, and Joe Morgan, seasoned CEO, advisor and strategist, to get their insights on leadership during the Covid-19 crisis.
To maintain a positive culture that drives results, leaders need to constantly nurture it. Throw in a global pandemic and the need becomes exponentially greater precisely when we are most distracted. But positive culture in this environment is not optional – it’s necessary! Here are three strategies you can implement immediately.
Changing our behaviors to flatten the curve is a major societal change, but we go through the same phases when faced with change in our work. When your team is facing change – big or small – there are four elements to creating lasting change to consider and plan for.
There has been a lot of great content put out about how to lead and engage your people and your organization in times like these. However, I haven’t come across much that is targeted at the individual. Yes, leaders need guidance, but as an individual I want advice on how best to navigate these difficult waters too.
What can I learn from this crisis in relation to helping people adopt new technologies in the workplace? For me, this is not just about the technology. It’s about people. It’s about learning. It’s about maintaining both personal and professional connections during a time when it’s very easy to feel isolated.
Thriving through change, rather than just surviving, requires (virtually) capturing t¬he voice of your employees and customers. These insights are valuable for your strategic decisions, and their engagement is critical to coming out of the present situation stronger than ever.
Leaders need to be thinking about how Coronavirus will impact all facets of their business. Regardless of the fear circulating, we needed to remain productive and leaders must develop plans that address the risks while striving to stick to normal operations as much as possible.
Today I'm discussing change & consistent CX. Today you need to either keep pace with change or risk failure. And when it coems to CX, organizations need to be consistent because the experiences created for customers are the pathway to success or failure.
While welcoming adversity might feel counterintuitive and against how most human brains are wired, the benefits are huge. So the next time you’re facing what you would normally consider an undesirable and unexpected problem, try hugging that thunderstorm of adversity. Odds are, you’re about to see your personal growth skyrocket.
Long have we been talking about the transformation of HR and how its role and significance is shifting within our businesses. There is opportunity now for HR to evolve further and be a strategic contributor and influencer in the future success of our organizations. The workplace of the future is arriving—one where an all-inclusive talent … Continue reading “It’s Time for HR to be a Strategic Contributor”
I think great performers and CEOs often have an uncanny ability to refine special skills of extraordinary anticipation and exceptional peripheral vision. A great illustrative point of that concept is hockey great Wayne Gretzy’s famous quote: “A good hockey player plays where the puck is. A great hockey player plays where the puck is going … Continue reading “Decisions without Commitment – a Recipe for Strategic Failure”
Few opportunities for building trust are as profound as a leader’s role in creating a “safe haven” for difficult conversations, decisions, and strategy execution – an environment where people feel it is safe to say what they really think and what they think is best for their organization. Members of a team often define a … Continue reading “A Leader’s Role in Creating a Safe Haven”
I was speaking at Owens-Corning the other day about the reason for strategies. Companies create strategies so they can continue to grow. And to grow companies and the people in them, there are six components: Embrace Reality. In more than 20 years in business consulting, we’ve learned that change and growth can occur naturally if … Continue reading “Six Ways to Lead Change, Build Teams, and Make It Personal”
Lou Piniella, former Chicago Cubs general manager, was about to start his final baseball game before he retired. It was basically a meaningless game to the Cubs since they were well out of any hope for post-season play – and they lost this game by 11 runs – but it sure wasn’t meaningless to Lou … Continue reading “There’s No Crying in Baseball”
There is a saying, “Hope springs eternal,” that often gets used in sports at the beginning of a new season. It is a time when players, coaches, and fans get excited about the possibilities and potential of what lies ahead. It is a time when we seem to be willing to shift our energy from … Continue reading “2011: Leading in the New Year”
During a merger or acquisition, it’s critical to consider corporate culture. The required cultural change often represents the soft underbelly of a merger or acquisition. Everyone agrees that it’s important, but it often takes a back seat to the stated cost synergies to be achieved and the new organizational footprint to be established. Without addressing … Continue reading “Culture Change in M&A”
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