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New Manager challenged by team;  used both DISC and SCARF Model to assist her

The most critical challenge becoming a new manager, having a new team member join you or the challenging move from being a team member to becoming team leader is how to get your team to follow you? In my experience this is the most challenging facet of leadership, managing interpersonal relationships before trust is established. And while we always say build trust; rarely are there practical suggestions on what to do.… Read more

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Unmasking the Uncommitted; Silent Saboteurs of Organizational Change

Nokia’s precipitous decline in the smartphone market can be analysed by thinking of two entrenched political camps disagreeing on how to change in the face of overwhelming technological transformation. Initially, Nokia recognized the urgency of adapting to the rapid advancements in mobile technology and responded by developing the MeeGo operating system, which had the potential to compete with major players like iOS and Android.… Read more

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“Yes we can? Actually, no we can’t”; the Inevitable Barriers to Change

Despite Barak Obama’s appeal to hope in “yes we can”; Ford Motor Company’s transition towards electric vehicles (EVs) needed more than hope. The Yes we can turned into an emphatic “no we can’t” and their case highlights a significant barrier related to organizational change. As Ford attempted to shift its strategic focus to increase EV production, it faced the challenge of ramping up necessary capabilities, particularly related to capability and capacity, around battery technology and the scaling of EV production.… Read more

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So tell me again, where are we going; how leadership ambiguity effectively stifles change

Pre-covid, Deutsche Bank launched an ambitious change initiative aimed at overhauling its technology systems and corporate culture. However, the program floundered due to ineffective leadership. The bank’s top executives were criticized for not fully committing to the change initiative and failing to motivate and guide the organization through the transformation. This leadership shortfall resulted in significant implementation delays, spiraling costs, and a demoralized workforce, ultimately leading to a failure to achieve the desired outcomes and a significant financial loss.… Read more

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Why Change starts with Why

I facilitate many change management learning sessions and have the opportunity to engage with a wide range of managers tasked with enabling change. Almost unanimously their experiences have not been good. Over the next 12 weeks, I’ll share what I believe are the key topics within change and how to use these insights to propel your change management program.

In the first paper, I’ll focus on the MOST CRITICAL issue… starting with WHY.… Read more