Entries by gmader

Are you willing to be empowered and great?

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In last week’s blog, I spoke about how to develop and enhance your ability to see and own progress in any circumstance, even when you are facing challenges and adversity. I made the claim that doing this will enhance your positive outlook, energy, and sense of empowerment. I also recommended a practical exercise that could strengthen your muscles in this area and I added the question: “If it is so easy to do this, why doesn’t everyone – especially those who are frequently complaining that “nothing is progressing” – grab this mindset and approach with open arms?” In this week’s blog, I want to get a bit deeper into this question. In fact, I want to […]

Are you making progress every day?

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I was facilitating a session with a group of managers in a global technology company. We were a few months into their change initiative and I wanted to find out how things were progressing since we started. I asked them to take a few minutes and come up with a list of the areas where they have seen progress and improvement since we started. One of the managers threw out a cynical comment “Well, that list will be short!“. As it turned out their list of accomplishments was actually not short at all. In fact, they had made admirable progress in many key areas. However, when we got to the list written by that same […]

Are your managers committed to your cause or merely complying?

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Many leaders assume their managers automatically will commit to their initiative, direction or strategy. They believe they should not have to ask for their managers’ commitment. They come from a school of thought that says that managers are obliged to align when their boss asks for it. It’s a belief to the effect of, “We shouldn’t have to beg you to get on board. This is your job. That’s what you are paid to do. This isn’t a democracy. As soon as you understand the rationale and valid business reasons for this initiative, direction or strategy, you should be fully behind it, driving it.” This attitude and assumptions are unfounded, incorrect and dangerous. It often […]

Are you bringing leadership to your change?

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In last week’s blog “Do you know how to overcome the key barriers to change?” I outlined two key barriers that will challenge your ability to stay the course when transforming your organization to the next level, and how to overcome them.  The first one was: “Not tolerating a temporary dip in performance and/or results” and the second, “Making the focus on continuing the existing a higher priority than the focus on generating the new future.” In this blog, I will share another four barriers. Remember, whilst all the barriers are closely related, they are distinct from each other. Barrier 3: Buying into people’s complaints that they are too busy: When you articulate a bold […]

Do you know how to overcome the key barriers to change?

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In my last blog, I discussed the question: “Do you have what it takes to stay the course?” Well, it takes extraordinary levels of courage, determination, and faith to take on a bold change initiative, stay the course and see it through. In this blog (part two of three) I want to delve a bit deeper into what it actually takes and what you should expect it you take on such a bold endeavor. If you commit to creating and fulfilling a bold next-level future for your team or organization, the universe will test and challenge your courage and resolve. You can count on it! At first, you will have to invest ten units of […]

Do you have what it takes to stay the course?

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  I have coached so many teams and organizations in creating bold and aspirational strategies. Every team emerges from this exercise highly optimistic, energized and eager to achieve a better future for itself. Typically, people are most enthusiastic about the boldest, most far-reaching aspirations they commit to, which they often don’t know how to achieve at the outset. However, they believe and hope these bold aspirations would change their game and take them to a new level. Time and time again I am impressed and inspired by people’s genuine enthusiasm, commitment and resolve to realize aspirational goals that at the outset are viewed as extremely desirable but often, highly unlikely or even a bit impossible. […]

Can you stop the Passive Aggressive behavior?

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In most organizations, passive aggressive behavior is rampant, especially at the managerial levels. Passive aggressive behavior occurs in an environment where people don’t feel they can express their true feelings and thoughts, especially the critical or negative ones. So, instead of communicating openly, authentically, courageously and effectively, people tend to pretend that everything is going well, even when in reality they feel irritated, upset and/or angry toward someone or about something that isn’t going well. People communicate in a positive, politically correct and “respectful” way, even when inside, they feel the opposite. This dissonance creates tension and awkwardness. People feel they have to walk on eggshells around each other, which as we all know is […]

Brutal Honesty – Good or Bad?

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Living with a courageous and relentless commitment to openness and honesty is a powerful way to live.   I am not merely saying this because I have personally adopted this commitment in my own life, I am saying it because many times I have seen the power of openness and honesty triumph over resignation, despair, and challenge, as well as nurturing opportunities to build trust and relationships. BUT, I have also seen openness, honesty, and bluntness deeply hurt and deflate people. People often think that “having no filter”, “calling it as they see it”, and “putting it all out there” are strong leadership virtues. In fact, some cultures – the Dutch for example – pride […]

Take your head out of the sand

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How many times have you participated in a meeting and halfway through it you realized that something important wasn’t being said openly and honestly? Knowing that others knew it, too, but no one said anything. How many times have you seen managers and employees sit around a meeting table, nodding in agreement as their leader explained the plan for a critical change initiative?  Once the meeting was over, people pushed back their chairs and drifted back towards their desks.  As they congregated at the water cooler, they opened up to each other: “What a pile of crap!”, “That’ll never happen!”, “I can hardly wait until the weekend?”. By the time these underhanded comments go viral […]

Managing your work-life balance may be easier than you think!

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Like many of you, I have a very full and busy schedule with professional and personal commitments, projects, and activities. I am passionate about achieving all my life goals and even though my professional priorities are extremely demanding I go out of my way to make time for personal commitments like exercising and spending time with my wife and kids. Trying to manage everything is often an emotional rollercoaster. Sometimes it feels overwhelming like I have too much to do and I am not able to get it all covered. Whilst at other times, even when the load is extremely full, I feel that I am completely on top of it with time to spare. […]

4 powerful principles for successful personal change

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Do you have what it takes to change yourself?   As a part of my job, I have the privilege of coaching many people at all levels of organizations; people who want to become more powerful and effective professionally and personally. People often have to go through personal changes in how they think and behave in order to reinvent themselves and achieve the next level. I have reinvented myself a few times in my life, and I can share from personal experience, both as a coach and a player, that doing so can be very challenging. Even when we really want it and we have a clear strategy for change, actually ‘internalizing it’, ‘carrying it […]

Agreeing to disagree is always a cop-out

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Too often I see the following scenario: A team meets to discuss issues that are critical to the organization’s success. The conversation goes on and on without resolution, as different people have divergent opinions about the best course of action. When the leader tries to bring it to a conclusion, they are no closer to alignment. They leave the meeting “agreeing to disagree.” Such meetings are worse than a waste of time, in fact, they can actually damage the organization, which is then no closer to making the necessary decisions and assuming responsibility for them. People compromise and stay within their comfort zones at the expense of moving the organization forward in new and dynamic […]