"Ladies and gentleman. The financial performance is not enough. The real thing is the harmony within the company. If you have the harmony within the company the financial performance will arrive. If you don’t have the harmony inside the company the financial performance, even if you have them, will be lost. The real key is … Continue reading Ladies and gentleman. The financial performance is not enough!
"It would seem to be so self‑evident that maximum prosperity for the employer, coupled with maximum prosperity for the employé, ought to be the two leading objects of management, that even to state this fact should be unnecessary. And yet there is no question that, throughout the industrial world, a large part of the organization … Continue reading It would seem to be so self‑evident that maximum prosperity for the employer, coupled with maximum prosperity for the employé, ought to be the two leading objects of management …
“The largest continuing hemorrhaging cost in every organisation is the time that people are wasting basically protecting and looking out for themselves.”- Robert Kegan
It is estimated that employees spend 42% of their time engaging in or attempting to resolve conflict and 20% of Managers time is consumed with conflict related issues. Masters and Albright (2002), in The Complete Guide to Conflict Resolution in the Workplace, point out that people thrive on conflict in most areas of their lives–football games, political debates, legal … Continue reading What is Interest-Based Problem-Solving?
Finding the synergy between Consumer Value, Commercial Responsibility and Culture has been the key to Air New Zeland success … “Our customer centricity, commercial focus, and highly engaged culture have made Air New Zealand the most revered company in our part of the world as reflected in our corporate reputation rankings on both sides of the Tasman.”Mr … Continue reading Air New Zealand, the 3C’s and HPE
For collective problem solving to be really effective there are three things to get right: 1. Get the right people in the room. It seems obvious but often goes unchecked. Do you have the subject matter expertise in the room or, at a minimum, do you have access to them? Are the decision makers present … Continue reading Collective problem solving – three tips to make it work better.
There are fundamentally two approaches to dealing with resistance to change. First, we can see the power in it and utilise it in the same way as Dr. Kegan and Dr. Lahey suggest in my last post or, we can see it as harmful and try to eliminate it. In 2001 Prof. Victoria Mabin and … Continue reading Remove resistance or harness it?
“We are in the middle of one of the most profound shifts in human history, where the primary work of mankind is moving from the Industrial Age of “control” to the Knowledge Worker Age of “release.”– Stephen R Covey For centuries people have organised themselves into collective groups. We all know that when we work … Continue reading What is High Performance through Engagement?
"It's worth remembering that we lived in tribes for millennia, long before we learned how to speak. Emotional connection is our default. We only added words and symbolic logic much later. There are a few places where all that matters is the words. Where the force of logic is sufficient to change the moment. The rest … Continue reading Facilitating change – the real issues are …
Fire engines are really important. When someone's house or business is burning down or there is a major problem it will often be a fire engine that "saves the day". That is why they have real value. But, when things are quiet, fire engines just sit there doing nothing. What is worse is that they … Continue reading How efficient is a fire engine?