Organizational change – Employee mindsets must change first


In doing some research recently, I found an interesting reference related to organizational change. It said, “Chasing behaviour change without addressing mindsets is like playing Whac-A-Mole in an amusement arcade”. One of the key and usually the first methods to change employee mindset on a wide scale is to tell a compelling story. This helps […]

The best employee engagement corrective action

First, it is important to know what strategies don’t improve employee engagement, because you probably have tried them and then abandoned them because they didn’t yield immediate results.  Having pizza or an outside Bar-BQ won’t buy productivity and job satisfaction.  Most perks of this nature can be used as embellishments but by themselves won’t make […]

Why you need help with your change management initiative

Roadmap for change

Organizations that are progressive, competitive, expanding or just needing to be compliant are implementing changes to the way they function, all the time. Quite often we see changes being made to: information systems, work methods, customer service, inventory control, working culture, and performance management. Time is a rare commodity, so these changes need to be […]

Private coaching improves leadership skills

leadership skills

For those in a leadership position, I will bet that, at times, you are struggling to have enough hours in the day. Time management can often be challenged by your organization’s inability to solve problems correctly the first time, the lack of policies and procedures being followed, poor decision-making or lack of direction and purpose. […]

Change management requires senior leader’s full commitment


The person at the top provides cues for everyone else in the organization as to what really matters in a change management process.  A senior leader who is perceived as merely paying lip service to an organizational change shouldn’t be surprised when everyone else does the same.  If you fail to model the desired mindsets […]

Leaders with Emotional Intelligence have the advantage


Leadership and teamwork require a strong grounding in emotional intelligence: sensitivity to our own and others’ emotional states.  Many CEO’s have observed that truly exceptional leaders have a much higher amount of emotional intelligence than others.  Fortunately EQ is learnable.  Emotionally intelligent leaders quickly establish rapport with others through a combination of attention and empathy.  […]

Changing employee attitudes and employee behaviors takes time

employee mindsets

A great example of employee behaviors is in Keller and Price’s book, Beyond Performance. The gap between intention and action is highlighted in a social science experiment carried out at Princeton theological seminary.  Students were asked questions about their personalities and religious beliefs before being sent across the campus.  On their way, they encountered a […]

Essential elements of an organizational culture that is versatile and adaptable

essential elements

Having an organizational culture that is versatile and adaptable when handling change especially, is very valuable in today’s ever-changing and competitive business environment.  These nine elements are extra important if you are transitioning to this type of culture.  You can use this list to do a quick self-evaluation of your current culture and work environment […]

Organizational health is key to long-term success

organizational health

In their book, “Beyond Performance” by Keller and Price, the authors emphazise the importance of looking beyond the traditional performance measures that typically receive the lion’s share of the attention by top level managers.  They strongly imply that organizational health is equally important. An organizations health is its ability to align, execute and renew itself […]

Employee resistance to change

resistance to change

It comes as no surprise that we resist change we don’t like and employee resistance to change is no exception.   Author, Daryl R. Conner claims there are seven main stages whenever a person perceives change as negative from the beginning (they don’t want it and can’t stop it). 1.  Immobilization or shock 2.  Denial […]