Getting your team, stakeholders, senior management etc. on board during the change process is commonly cited as the secret to making the change initiative a success. For this reason, leaders who can encourage their peers to not only accept change, but embrace a change initiative,...
Change strategies have a remarkably high failure rate, as high as 70% according Ken Blanchard's 2010 report, "Mastering the Art of Change". This means more often than not a huge amount of resources are wasted attempting to implement change. Therefore, assessing the likelihood of a...
Change is vital for survival in competitive modern markets, that is certain, however, when, what and how to change is not always as clear. Deciding the specifics about what change to pursue is a task all leaders must undertake at some point, and can have...
The McKinsey 7-S framework was developed by two consultants working for McKinsey & Company in the early 1980s. The authors believed that traditional organisational change models placed too much focus on structure and strategy, and the consequences of this were that other important elements of...
It is important to differentiate between change management (the tools, processes and techniques used to help people progress through change), and change leadership (the style, attributes, values and behaviours of the person creating the momentum). The two processes are vital to implementing a change strategy,...
You have to believe in a single presupposition that you cannot, by virtue, lead something if you are not changing it. To lead has momentum, it has movement, it pushes on. For that reason, successful change is integral to good leadership. We have outlined the...
The modern-day employee is no longer simply motivated by their salary and, for this reason, organisations regularly attempt to incentivise workers with non-financial methods. This rapidly evolving trend was described by the Hay Group as ‘the primary vehicle in attracting and retaining talent” and a...
Nobody knows where you excel and where you’ve gone wrong better than yourself. Self-Appraisal is effectively a self-performance review, which can then be used as an integral part of performance appraisal. There are both important benefits and consequences that result from using Self-Appraisal. Such approach is useful...
We immediately relate to a Performance Review being negative – when it really doesn’t have to be. A performance review meeting isn’t a one way conversation that has to be dreaded. It is a cooperative formal conversation where challenges and successes are discussed, along with future...
Performance is a combination of ability and motivation. Line managers can be very quick to jump to conclusions, and make a general assumption that an employee is underperforming due to a lack of ability. This is not always the case, as it could be down to...