Blogs

What Do Arranged Marriages And Post-Merger Integration Have In Common?

Post-merger integration

What do arranged marriages and their analogue in the business world, post-merger Integration, have in common? The answer: long termed success starts with getting the match right in the first place.

Here’s a telling statistic. According to UNICEF and Human Rights Council, the average divorce rate globally in the case of arranged marriages is 4%. In India, where 90% of marriages are arranged, the divorce rate is 1.1%!

Contrast Post-Merger Integration. According to McKinsey and Co., nearly 80% fail to recover the costs incurred in the deal, and fully half of deals result in reduced profits, reduced productivity or both. Add to this years of fear and instability on the part of employees and their local communities, and … you get the picture...

The Mindset HR Leaders Need To Excel as Strategic Co-Pilots

HR LEADERS

HR leaders love and need their development tools to make the difference that is expected of them. They often include psychometric assessments, 360 evaluations to performance management processes and more. But the most important tool HR leaders need is having the right mindset to excel.

Every human resource leader I have ever had the privilege of working with had their eye on one question:

How can I best build a high performing culture? A culture in which our people possess the right skills, capabilities and level of engagement that unleashes our organization’s highest potential to create and sustain profitable growth?”

However to really accomplish this, the central challenge for most HR leaders is this:

To get a seat at the leadership table, and to continuously be a critical strategic partner and co-pilot to business leaders and the leadership teams throughout the enterprise...

Accountability Without Authority Spells Failure

authority empower

Accountability without authority is a pervasive pathology in organizations. Holding someone accountable for playing a role without giving them the authority to succeed in the role is a recipe for failure. If undiagnosed, the impacts on a team culture are insidious and unhealthy. These effects can become a very real obstacle to developing a high-performance team that consistently delivers on desired goals and outcomes.

Several years ago I took on the role of CEO at a small nonprofit (see Authoring Your Own Success Story). At that time, we recognized that we needed to transition from being a top-down, directive leadership organization, as it was no longer working. The organization was growing and developing new programs and services, so we needed to create a more complete system-of-roles to manage this increase in complexity. Concentrating too much authority and responsibility in the hands of one directive leader wasn’t working...

Compelling Requests: A High Performance Team Tool

high performance teams make compelling requests

Here's a 30-second introduction to a high performance team tool: compelling requests.

It's simple. The members of high performance teams make compelling requests.

It's built into the culture. It's expected.

During a strategic alignment meeting with an international conservation science organization, a business leader lamented the pace of decision-making. "We make decisions at the speed of nearly dead turtles," she moaned.

Acknowledging the problem, we responded, "businesses grow and evolve at the speed at which clear and compelling requests are made and responded to."

Moment of Truth for High Performance Teams

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There is a moment of truth for High Performance Teams. It is the moment team members start to hold gut-level honest discussions about team culture.
 
The good news is leaders can get their teams to the edge of this moment. But only team members can make it happen.
 
I was reminded of all this when I came across the “Shirtless Dancing Guy” video from a couple years back. Remember it?  See it here.


Performance Metrics for Driving Nonprofit Growth

feedback loop performance metrics nonprofit

Performance metrics are a key component in growing and evolving a nonprofit organization. As a former ecologist, I was endlessly captivated by the inherent perfection and dynamism of the evolutionary process. Ecosystems have a remarkable capacity for constantly adapting to changes in the environment by refining existing adaptations or even making leaps to entirely new solutions for meeting the challenges of ever-changing life conditions. An essential component of this ability to adapt and change are the many feedback loops that are found in every ecosystem.

Put simply, ecosystems are constantly “collecting data” to evaluate what’s working and not working and then tweaking the system to respond to this information.

Nonprofit organizations are no different. In a dynamic organizational ecosystem...

Become A Total Leader In 20 Weeks

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Become a total leader in 20 weeks.

A couple of blog posts ago I made the statement about the future of leadership development, and how I don't think current leadership development approaches are enough to equip leaders in our current business environment. This is especially true when considering how much change leaders are  facing daily as a result of globalization and technology.

Because of this, I believe there are three important keys to the future of leadership development:

What Can Leaders Learn From A 16-Year-Old Gymnast?

What can leaders learn from a 16-year-old gymnast?A female gymnast leaps into the air during a floor routine during competition.

What can leaders learn from a 16-year-old gymnast?A female gymnast leaps into the air during a floor routine during competition.

Earlier this year I had the privilege to work with an elite 16-year-old gymnast. She started her year with a couple of falls on the vault and was struggling to move on. These mistakes got into her head and paralyzed her so much that she could not stop falling. It was just two weeks before her State meet that I was approached to help her with her “Game Within”!!!

In our first session it became clear that she was gripped with fear...

Pain of Team Interdependence

Team Interdependence

Why sign up for the pain of team interdependence?  Because team interdependence is a key to high performance. And in this age of "team", high performance sets us apart.

And what is this pain all about? It is the cost of forging mutually dependent relationships. Really, the cost of conflict. And conflict, especially with those we trust and respect, can be painful.

The purpose of this post is to test for this pain and remind ourselves that the pain is worth it. In fact, if teams and organizations knew the rewards hidden on the other side of conflict, they would line up to practice it. Our default mode is to  write, teach, and consult on the subject, anything but actually do it. Let's agree there is no time to waste...

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