Change the conversation and challenge the status quo

Enhance existing business models, client relationships, and employee and employer brands to gain clarity and understanding

Lead diversity and inclusion as a growth strategy

Embrace the power of diverse thinking and develop the right skills to support all populations – activating and leveraging their full potential

Allow people to influence

Let them be more purposeful, responsible, and accountable to help lead through changes

Accept risk as the new normal

Anticipate the unexpected to better deal with uncertainty

5 Ways Leaders Strengthen and Prepare Their Teams for Change

23/12/2014 09:15pm

Was there ever a time that was more uncertain than today? Are leaders prepared to manage change in ways that strengthen the teams around them?

Leadership is about taking the initiative to do the things others would rather avoid doing – and about allowing risk to be your best friend. Leaders make those around them better by being wise enough to anticipate the unexpected and by being accountable to take action all the way through to the end. They know how to help their teams tackle change head-on and remove the fear-factor from their minds. They do this by creating environments that embrace clarity around the issues, collaboration to produce new ideas, and strategic focus. They build solid ecosystems where thinking courageously and challenging the old ways of doing things create competitive advantage.

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Change Management Requires Leadership Clarity and Alignment

08/07/2014 08:58pm

Change management is in full-force across all industries, yet many leaders are unprepared to act upon and operationalize the requirements for change to avoid business disruption. For many organizations, preparedness begins at the top and this means that leadership – across all levels – must have absolute clarity in purpose and focus; there also must be alignment in strategic philosophy and resolution goals.

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How to Lead in Times of Uncertainty

13/02/2017 06:00am

War in Syria. Assassination of Russia’s ambassador to Turkey. The biggest refugee crisis since World War II. And the United States is about to get a new president that has no track record of public service that would indicate how he will actually lead.

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5 Warning Signs That Your Company Is Tired Of Change

17/10/2016 06:00am

I was talking to an executive at a client of mine about the changes the organization was going through and how he felt about them. He just shrugged. He told me he had seen it all before: He had been there twenty years and dealt with more consultants, leadership changes, and workplace and marketplace initiatives than he could count. And while he had seen the marketplace and his customers evolve, he had not seen his organization change and evolve with them.

 

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5 Ways Great Leaders Engage Employees During Uncertain Times

16/02/2015 06:00am

When was there ever a time that wasn’t uncertain? Whether we want to admit it or not, we are experiencing times of tremendous change as markets rapidly evolve and global influence becomes more prominent. It’s a time requiring us to think differently about how we lead others for the betterment of a healthier whole. As such, it demands that we revisit ways to strengthen our corporate culture, engage more authentically with our employees and neutralize the impact of uncertainty with our clients, vendors and partners.

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Change Management

The need for change management is urgent to lead growth strategies in diversity and inclusion and beyond.

When it comes to change management, the question isn’t “how do we change?” but “how do we evolve?” Real change requires leaders to understand how they can influence the evolution of their businesses. But many companies – even in the most innovative industries – have not evolved when it comes to talent because they are trapped in substitutional thinking. They simply repackage and repeat the same approaches that have failed in the past and create tactical initiatives without strategy that fail to generate results.

Real change should reactivate and rejuvenate an organization. Leaders must lead through a lens of continuous renewal and reinvention. The speed of change and the huge strategic implications of the Cultural Demographic Shift demand it. When leaders and organizations fail to do this, they are not welcoming their people to embrace change in order for both the organization and its people to evolve. The change management process is thus complicated and loaded – driven by the uncertainty and enabled by fear and distrust of others, which leads to substitutional solutions that slow progress down.

Simply put, change and evolution require distinctly different mindsets. Evolution leads to reinvention and growth. Substitution leads to things like well-meaning but ultimately shortsighted diversity and inclusion initiatives – from corporate social responsibility to employee resource groups – which are usually viewed as cost centers (expenses) and fringe activities complying with corporate governance, self-regulation, and reputation management, rather than as profit centers (investments) to drive influence in the workplace and growth in the marketplace. As a result, when it comes to understanding the marketplace and attracting and retaining “diverse” talent, instead of evolving to embrace new ideas and mindsets and seeing how businesses are losing talent, market share, shareholder value, and innovation, too many businesses and their leaders find themselves unprepared for real evolution.

Real evolution for

any change management initiative – not just diversity and inclusion but global marketing strategies and beyond – require focused, holistic approaches to create solutions and ecosystems that leverage the collective strengths and resources that exist internally and with those of external partners to better serve the different needs of all the people in leadership, the workplace, the marketplace, and in the community. Leaders who commit to evolutionary thinking work to ensure the organization is strong enough to withstand the demands of adversity, growth, innovation, and opportunity. Evolving means accelerating our ability to renew and reinvent – from being victims of unexpected change without preparation to enlightened leaders that are courageous enough to lead through change and refuse to hide underneath the uncertainty change tends to bring.

change management initiative – not just diversity and inclusion but global marketing strategies and beyond – require focused, holistic approaches to create solutions and ecosystems that leverage the collective strengths and resources that exist internally and with those of external partners to better serve the different needs of all the people in leadership, the workplace, the marketplace, and in the community. Leaders who commit to evolutionary thinking work to ensure the organization is strong enough to withstand the demands of adversity, growth, innovation, and opportunity. Evolving means accelerating our ability to renew and reinvent – from being victims of unexpected change without preparation to enlightened leaders that are courageous enough to lead through change and refuse to hide underneath the uncertainty change tends to bring.