Tag: Change

Leadership essentials are sneaky. They seem basic, but they are the very things we need to revisit – like LeBron, the pianist, and the senior leader – to reach the untapped potential we have lying inside us.

It’s time to do the right thing, not to try to manufacture the right measures or put employees to the test. Doing the right thing starts with leaders asking questions and measuring their own actions.

The purpose of strategic planning is not to make plans. It is to change the way that we think and act. It requires changing behaviors.

As you prepare to activate your strategy, remember who helps bring it to life: YOUR PEOPLE. Here are eight steps to help bring your plans to reality together.

Successful change occurs when you empower a group of people to help lead the change; here are 3 skills everyone needs.

Eight lessons to ensure you're invigorating the power of human beings to make a difference.

Culture must be at the forefront of leaders’ minds before, during, and after an M&A. Here are key things to do, as well as to avoid, during this critical time.

Strategy activation isn't simple, but there are proven ways to successfully activate the strategies that drive organizational and cultural change. Do you know them?

Strategic change is a process. Do you have the right plan in place & the know-how to execute it successfully?

Without engaged and excited employees, the best plans are rendered useless. Here are five tips to help you entice employees to help activate your strategy.

Leaders must prioritize employees while leveraging the latest automated systems, self-service, chat bots & more. Not sure if you're ready? This white paper can help.

Dialogue brings people together and elicits curiosity. Hear what healthcare leaders had to say about data, Machine Learning, creating cultures of trust & more.

Creating an inclusive and diverse workplace is critical to creating a positive culture and employee experience. Are you taking the right steps?

Good strategies require different input & strengths to be effective. Silos are debilitating to good strategies. Use these 3 tips to stop silos from blocking success.

To get your people excited about a new initiative, make sure you get the "skeptic" on your side. Here are three tips to do this with success.

To increase the odds of success, here are three mistakes to avoid when activating your next initiative.

Organizational change is never simple, and an M&A is no exception. To maximize success, follow these 5 tips that focus on culture, your people & communications.

While many strategies fail, the truth is that with some thoughtful planning and time, you too can pave the way for strategy activation success.

An organization's culture is one of its main selling points. Unsure if your culture appeals to today's employee? It's time to figure it out.

People are reassessing how they spend their time. If leaders want to keep valuable employees, they need to become active players in the Great Reassessment.

Employees want to be a part of something bigger, to belong, to go on meaningful journeys & make an impact. Here's how to make this a reality within your organization.

Leading organizations that meet people where they are & can adapt to change is hard, but not impossible when leaders have the right mindset.

It's time to help your people understand that while change is out of our control, how we respond to it is very much in our control.

Today leaders must do more to create a place that reenergizes people & enables them to contribute their best. Here are two key questions to ask.

Dialogue is at the root of all effective engagement and group action. Here are six tips to help ensure that dialogue thrives at your organization.

Employees are resigning from their jobs at rates we’ve never seen before, making it clear that they’re the ones with the power. Leaders and organizations must adapt to meet the needs of today’s workers.

Great leaders know how to actively listen and empower rather than direct and tell. It's the best way to unlock the power of human capital.

If you want your organization to succeed leaders must tell the truth about their reality, discuss the tough issues, and commit to changing negative behaviors.

What are you doing to tell your sustainability story? The time to hone this part of your organization’s strategy is now.

Innovation and change are paramount to any organization that wants to be a market leader. Here are 9 tips to help leaders make the difficulties of change more palatable, and better yet, lead to success!

Visualization can help take the sting out of change by adding the necessary context that is so often neglected in corporate communication.

If you expect emotional and behavioral change of others, you must first expect it of yourselves.

Five tips to help leaders craft a strategic plan that can be the gateway to sustained success.

The utility industry is complex and uncertainty is creating stress for your people. It's time to prepare for change.

As leadership teams discuss plans for hybrid work and culture, they’re relying on HR leaders to successfully develop and engage their people.

We can't return to the “old” ways of working or leading. Here are three do's and dont's for a post-Covid workplace.

Neither the amount of change being faced in the workplace nor the pace of change is about to let up. Leaders need to work harder to ensure their managers are ready.

Change is rarely, if ever, easy. Here are four fundamental steps to help your people get ready to create change for your business.

Leaders must embrace and help people navigate the obstacles of the middle point of a transformation when new behaviors are being adopted.

If your organization hasn’t honed its virtual event skill set yet and still needs to figure out how to combine virtual events with in-person experiences, the time is now.

DEI training can be a spark for change, but it must be oriented within a larger story and tie to organization-wide efforts.

Yes, it is possible for your organization to rise above the current talent-shortage trend and cultivate its next generation of leaders.

Your talent shortage has more to do with you and your organization than it does with the talent you're trying to recruit or retain.

For organizations to create the connections that mitigate unconscious bias, focus on empathy. Here are three actions to take.

Digital transformation isn't only about technology. This type of change requires a human-centered approach. Here are four things leaders should know.

We are currently all at risk of cultural tunnel vision. And so we must work harder to establish mutual empathy and stronger connections.

Eradicating the impact of bias from the workplace isn't easy. The first step is resetting our unconscious bias goals and setting achievable measures of success.

Creating highly connected and bonded teams is different now. Three habits leaders can adopt to create connections and help people feel valued.

Working from home can be isolating. To help with this challenge, successful leaders weigh in on how to create cohesive and engaged workplaces.

Building change resilience across your business is achievable. Try using "empathy 2.0" to tune in to what matters most to your people during the change at hand.

For an organization to conceptualize and roll out transformative change, it needs every single employee on board. Click for tips.

To build resiliency and lift the fog of change fatigue that is our reality in 2021, we must think differently about how we lead change. Consider these three tips.

Strategy without execution is meaningless and execution without senior team engagement is impossible. Leaders set the tone and must change first.

Want to make sure your business doesn't wind up hanging on by a thread? Check out proven success stories and tips to drive innovation.

Preparing for change? Here are three tips for leaders to mitigate risks and help prepare their people for the road ahead. Change isn't easy, but yes, it is achievable!

Health care providers will receive potentially lifesaving COVID-19 vaccines in the coming weeks. The biggest obstacle sn’t access to freezer space or distribution – it's convincing caregivers and then the public to get the vaccine. Here are three critical ingredients to getting authentic buy-in from within your organization.

The concept of “giving back” is showing up outside the expected.It appears to be a critical ingredient in sustaining meaningful human behavior change.

The goal of a virtual event is to create a directed experience that you can control, people can unify around, and everyone will remember.

Did you know that people don’t resist change? It's true. They resist being told to change or being changed by someone else. This is an important distinction and one that leaders must take to heart.

People must understand how a business operates and what it takes to win if they give their best efforts. Three tips to encourage everyone to work together.

Strategy without execution is meaningless, and execution without engagement is impossible. Is your company actually executing your strategy through people.

Strategic change requires engagement - not just emails, videos or powerpoint presentations Metaphors, visualization, and discussion can help.

To help health systems shift from crisis response to financial and operational recovery, leaders must engage people in the organization's financial story and encourage accountability for how their efforts affect financial performance.

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?

Believe it or not, along with discomfort comes opportunity – because we are forced to think in a new way and push ourselves to find a solution we didn’t see initially. And that’s the path to a breakthrough.

Creating an exceptional patient experience is more critical (and more difficult) than ever. How you address challenges dictates patient's perceptions.

Do you know the truth about how your people are feeling right now? We'll fill you in. They're hurting, stressed, and exhausted, but don’t feel safe enough to tell us. It's time to figure out how to connect with your people and we have insights to help.

We must change the way we think, speak, interact, and lead -- at work and home. I know how to help people change mindsets and behaviors, and I'm using these strategies to create a home where change isn’t just preached, but is part of who we are.

Improve patient experience by first identifying points of patient frustration, and then targeting areas on the patient journey that need intervention.

In this session, we are joined by Dr. Michael Wilson of the Mayo Clinic. Dr. Wilson studies the end-of-life experience of care in the ICU and has augmented his focus in response to the unique needs and circumstances that have been brought to light by COVID-19.

As change continues to accelerate, business agility becomes an organizational imperative. Pivoting quickly is an imperative for organizations to survive.

When smart and agile leaders lead with vulnerability and heart, they change our relationship with work forever. If the current crisis leads us to a more engaged workforce, that would constitute one positive outcome.

Organizations need to implement changes to navigate tremendous challenges. Communicating effectively has never been more critical than it is right now.

If your people don’t trust your leadership, then navigating a crisis and delivering future success become nearly impossible.

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.

Engagement surveys have a place and time.This is not it. But it's still critical to know what people are thinking,to guide organizational shifts.