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Stop-Start-Continue Your Way to Success in 2016

We all know about making New Year’s Resolutions at the beginning of the year. Some of us even do it thinking that this will be the year those resolutions will magically turn into personal commitments we actually honor over time and accomplish throughout the year! Many of us though don’t even bother making resolutions because we know they have no staying power to them and that we aren’t going to create the new habits required to sustain them over time.

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That’s why I’m not a big fan of New Year’s Resolutions. The very definition of a resolution is that it is an intention or decision that is made through some kind of formal voting process, like in an organization or by a legislative body. That isn’t what happens on New Year’s Day when someone decides that he/she is going to lose 10 pounds though. Or perhaps it’s getting that new job he/she has been talking about for several years. That’s not even what people would want to happen if they were more intentional about it. Instead, what people want is to declare a personal goal or objective that will inspire them to take different actions in the year ahead.

If you’re looking for different – and presumably even better – results in 2016, doesn’t it make sense that you may need to act a little differently in 2016? We all know that doing the same thing over and over again and expecting different results is how Albert Einstein defined insanity. So let’s not be insane this year. Let’s make some personal commitments around doing things differently to produce some phenomenal results and accomplish whatever we set out to achieve!

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Posted in Albert Einstein, Bert Lance, Commitment, Goals, habit, insanity, Intentions, New Year's Resolution, Personal commitment, Resolutions, Stop-Start-Continue, strategic intention, success Tagged with: , , , , ,

Essentials of Change Management: Five Critical Steps for Greater Project Success

Today’s organizations experience tremendous amounts of change. Whether these changes are prompted by the implementation of emerging technologies, the redesign of major business processes, or even the realization of a new corporate vision, they can, under the right circumstances, be exciting and exhilarating experiences that lead to innovation and renewal in many areas. Better utilization of technology, more efficient process flow, and enhanced individual and team productivity are all potential benefits of change.

prepared management ready solution strategy unprepared adversity background challenge change concept conceptual crisis disaster emergency endurance endure handwriting advert improve improvement marker obstacle opportunity overcome advertising pen plan modern positive positivity practice preparation prepare preparedness problem readiness solve solved succeed survival survive symbol text transform transparent trouble turn white word writingFar too often though, organizations fail to achieve the anticipated benefits of their large-scale change efforts – arguably because they do not attend to the “people side” of change. In fact, it’s not uncommon for only 20% of major change efforts to ever achieve their intended business results. That means that up to 80% of these change projects fail to achieve their intended business results!

Amazingly, these statistics haven’t really changed over the past 20ish years as change management has developed as a discipline. Why is that? After countless books on managing change and decades of organizational change efforts behind us, you would think that we’d have it figured out by now. Is it really possible that we don’t? I suppose. More likely though is that our business leaders still don’t get it even if “we” do! No matter how you approach it, it’s a “pay now or pay later” scenario. Either you invest the time and energy required to proactively manage the change process upfront, or you likely will end up revisiting your choice about not doing so and ultimately be forced to do it all over again – albeit with more rigor and discipline – after the changes fail to deliver their intended outcomes. Read more ›

Posted in Change, Change management, Communication, Implementation, Innovation, Large-scale change, Leader, Leadership, Lessons, Lessons Learned, organizational change, productivity, success, Transition, Transition Management Tagged with: , , , ,

The Pros & Cons of Virtual Teaming – Part II: The Pros

Creating a high-performing team that can achieve its strategic objectives can be quite challenging. Creating a high-performing virtual team that can achieve its strategic objectives is, unfortunately, still proving to be nearly impossible for many business leaders!

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I recently led a workshop on best practices for virtual teaming for a group of project managers in Los Angeles, and we discussed some of the greatest challenges that they continue to face with their virtual teams. No matter how prevalent the use of virtual teams has become over the past 20+ years, things like communications and lack of physical presence, not to mention the lack of standard protocols with technologies they use, continue to impact the performance of these virtual teams. (See Part I of this two-part series for more on that.) The flip side to that coin though is the tremendous business benefits an organization can gain from their virtual teams that more traditional, co-located teams cannot offer.

While there clearly are some inherent challenges to address with virtual teams, the following are some of the greatest benefits the project managers I met with have accomplished with their virtual teams:

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Posted in Business Benefits, Corporate Objectives, Cost Savings, Face-to-Face, Face-to-Face Meetings, Follow-the-Sun, High Performing Team, Operating Expenses, Performance Incentives, productivity, recognition, Recognition Programs, Rewards, Team, Team Performance, Telecommute, Telecommuting, Virtual Team Members, Virtual Teaming, Virtual Teams, Virtual Teamwork, Virtual Workplace, Vision Tagged with: , , , , ,

The Pros & Cons of Virtual Teaming – Part I: The Cons

Do you have a virtual team that isn’t quite clicking? Maybe you’re getting through the basics, but it seems much more mechanical and “out of sight” regularly turns into “out of mind” for your team. I remember when I first researched and then wrote my doctoral dissertation on best practices with virtual teams nearly 20 years ago. At the time, I discovered that even though the use of virtual teams was becoming more and more prevalent for companies to maintain their competitive edge, creating high-performing virtual teams still remained a mystery for many business leaders.

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Unfortunately, I would offer that not much has changed over the years. Virtual teams frequently lack the executive sponsorship and management support required to be successful. They also seem to suffer from significant skill gaps due to incomplete team composition and/or a lack of training for working virtually. As a result, many organizations still regularly experience some of the greatest challenges with virtual teaming today. I recently led a workshop on best practices for virtual teaming for a group of project managers in Los Angeles, and when I asked them what their greatest frustrations with virtual teams were they shared the following:

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Posted in Best Practices, Communication, Executive Sponsorship, Face-to-Face, Follow-the-Moon, Follow-the-Sun, In-person, Management, Management Support, Project Managers, Videoconference, Virtual Leadership, Virtual Meeting Facilitators, Virtual Teaming, Virtual Teams, Virtual Teamwork, Virtual Workplace

Ten Pitfalls to Avoid with Your Family Business Succession Planning

Succession planning in any business can be challenging. Finding a qualified candidate to replace yourself; being ready, willing, and able to let go; and ultimately orchestrating the many handoffs with your customers and staff takes not just personal commitment but also significant perseverance.

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It is an emotionally-trying journey that can break down in any number of ways. Now add to that the complex dynamics and often competing priorities of a family business! Succession planning in family businesses is riddled with countless traps and clear points of failure to watch for. See below for a list of ten common pitfalls to avoid when you are planning for the succession of your family business leaders. Whatever you do, don’t let these happen to you.

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Posted in Family, Family Business, Feedback, Retirement, Succession, Succession Planning Tagged with: , , , , , , , , , , ,

Ten Tips To Foster Innovation in Your Organization


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I once wrote an article called “Breakdowns in Innovation: The 2 I’s vs. the 5 D’s” based on my experience with so many organizations that fail to implement their great ideas. In that article, I described the all-too-common pitfall that business leaders regularly fall into, which is trying to move from their initial idea straight to implementation without more fully discussing what they are trying to accomplish and then designing a more complete solution such that they do in fact reach their final destination.

It is critical to gain the buy-in and support of not only those impacted by our innovations but also those who can drive the implementation process. Many leaders forget this critical piece of group dialogue and more complete planning as they focus on their “ingenious” ideas. Instead, they get wrapped up in how great it will be once they achieve their breakthroughs that they passionately push forward with their strong convictions.

I had the pleasure of listening to Rich Lobel, EVP and Chief Marketing Officer of CBS’ Altitude Group, share his thoughts on the topic of innovation during a workshop recently. Having started his marketing career in advertising at firms like Ogilvy and DDB, Rich is the master mind behind the new CBS Small Business Pulse solution. So how did Rich get his Fortune 500 multi-media entertainment company to support a small business solution like CBS Pulse? Read on for Rich’s 10 tips for fostering innovation within your organization.

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Posted in Achievement, Breakthrough, Breakthrough Performance, business, buy-in, CBS Pulse, disruptive thinkers, execution, executive champions, Goals, greater good, Ideal Future, ideas, Implementation, Innovation, innovation efforts, Inspiration, Intentions, Light Bulb, meetings, opportunity, Organization, Passion, Positive Change, Power, Presence, Resistance, Rich Lobel, SMB, tips, Vision

Eight Great Ways to Engage Your Employees & Make Your Mission Matter

 

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I recently facilitated a leadership workshop with a group of @Vistage executives, and one of these leaders asked me how she could keep her Mission and organizational Values alive in her organization. She created her “current” Mission statement with her team 10 or 15 years ago, and to their credit they actually made it matter for at least the first year or two. Many see it fade away literally within days of the leadership offsite where it’s created, so that alone is a feat to be proud of! Having not shared their Mission or related Values with any of their new hires ever since though, you can imagine how it would have less and less impact on the organization over time.

So how do you keep everyone’s attention on your Mission statement when so much time has passed? There must be a way to keep it top of mind as opposed to having it fall off the radar, right? Well, the following are eight great ways to engage your employees in your business and keep your Mission and Values alive so they do matter to your work.

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Posted in employee engagement, Leadership, Leadership Offsite, Mission Statement, New Hire Orientation, On-Boarding, organizational culture, Organizational Performance, Organizational Values, Strategic Planning, Talent Management Tagged with: , , , , , , , , , , , , , , , , , , ,

Learning from a Legend: Letterman’s Legacy on Succession Planning

After 33 years on the air and over 6,000 shows, David Letterman is now the longest-serving late-night talk show host in TV history. He started “Late Show with David Letterman” in the Ed Sullivan Theater in New York City for CBS on August 30, 1993 after leaving his previous role hosting “Late Night with David Letterman” on NBC, and last night he and his faithful sidekick and musical director Paul Shaffer left their mark on TV and the world around them.

David Letterman

This past year, Dave left his mark on the field of succession planning too. How did Dave know it was time to move on? In his own humorous words during his final show, he shared that it was when the “cue card kid” said he couldn’t make the print any larger! On a more serious note, I’m sure the decision to move on is bittersweet for Dave, not to mention the many members of his staff, as he clearly has a bit more comedy in him and rolling off his tongue. With that said, there is much we can learn from Dave’s very visible journey this past year.  I simply call this “Letterman’s Legacy” and three critical best practices for succession planning.

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Posted in Baby Boomers, Chief Executive, Leadership Succession, Leadership Transition, Next-Generation Leader, NextGen Leader, Organization, Retirement, Retiring, Succession, Succession Planning Tagged with: , , , , , , , , , , , , , , , , , , , , , , , , , , ,

Plus Delta’s CEO to Lead Strategic Performance Management Workshop for NHRA

How often have you heard a business leader grimace or otherwise complain when HR announces it’s time to complete annual performance reviews? People often think of performance management as that thing they have to do for HR at the end of the year so that people can qualify for their bonuses or other pay increases. While that may be part of the process, strategic performance management is not just a once-a-year HR task. It’s an always, ongoing activity!

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Managing performance is the only reliable way to assure your people are working on the right things, give them the feedback – both positive and constructive – they need to succeed, and ultimately get continuously better results. When done well, a strategic performance management process produces continuous performance improvements throughout the year, rather than isolated feedback that might create unsustainable behavioral change at best once in awhile.   Read more ›

Posted in Annual Performance Review, Feedback, HR, Human Resources, NHRA, Performance Improvement, Performance Management, Performance Management Process, Performance Review, Workshop Tagged with: , , , , , , , , , ,

Plus Delta’s CEO Leads Succession Planning Workshop at Alliant International University

With 10,000 Baby Boomers reaching retirement age every day, succession planning has never been more important than in today’s multi-generational workforce. Unfortunately, there are not nearly enough GenX or Millennial leaders available to fill those shoes. In addition, those who are available often do not possess the skills or motivation needed to succeed in higher-level leadership positions. Succession planning in today’s multi-generational work environment is a whole new ballgame!

Date:                   Thursday, April 23rd

Time:                  6:00 – 9:00 pm (Light dinner at 6:00pm)

Registration:  Email support@plusdelta.net for more information.  $15 requested to cover expenses for light dinner.

ODinLA ATD Alliant

Join Plus Delta’s CEO Dr. Jeremy Lurey as he reviews cutting-edge strategies for succession planning and developing NextGen leaders for higher-level roles during this workshop. Throughout the workshop, participants will focus on five key areas:  Read more ›

Posted in Baby Boomers, GenX, Milennials, Multigenerational workforce, Next-Generation Leader, NextGen Leader, Retirement, Succession, Succession Planning, Workshop Tagged with: , , , , , , , , , , , ,

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