Entries by gmader

The key steps for transforming your organization

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At any given time I am typically involved in several transformational initiatives around the world. Some are local in nature, and others are global. Some are very complex and others more straightforward. The goals and context of each transformational initiative can also be different: Some are going through major organizational restructuring and they want their people to accept and own these changes quickly. Some want to grow their market share from #5 to #4, or even to #1. Others feel their cultural values, spirit and pride have deteriorated and they want to ignite and energize their workforce again. The dictionary defines transformation as:  A thorough or dramatic change in form or appearance. All successful transformational […]

Is your team a high performance team?

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What is a high performance team? A lot has been written about this topic. I would like to keep it simple. For me a high performance team is: A team that is truly cohesive, aligned and trusting Everyone has each other’s back and people feel they are “in this together” Team members address and discuss any topic, no matter how difficult – in an open, honest, authentic, courageous and effective way People give feedback, coaching and hold each other to account Everyone is comfortable taking a stand and being explicit about what they are committing to And lastly – there is no tolerance for gossip, blame and negative conversations So, how do you develop a […]

Are you coachable?

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When it comes to coaching, it’s important to remember:

– Not everyone wants to be coached
– Not everyone needs to be coached
– Many have no control over who they coach and who coaches them

As a people manager, there is often an expectation that you coach and mentor members of your team. However, being someone’s boss always doesn’t provide a sufficient foundation for successful coaching.

Are you dreaming big enough?

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Most teams approach strategy development by looking in their rear-view mirror. Starting from their present reality, they review their past successes and shortfalls. They analyze their capabilities and means. And, based on that analysis they project their expectations into the future – typically coming up with ‘best case’, ‘worst case’, and ‘most likely case’ scenarios. Sometimes teams benchmark other companies in order to understand industry standards so that they know how high to aim. Benchmarking is often a limiting exercise, as it is merely another way to shape your aspirations based on the past – this time another company’s past. There is nothing wrong with this approach if your business is mature, predictable or you […]

How committed do you have to be?

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Commitment often plays center-stage in our lives. Whether we are trying to lose weight, get in shape, get a promotion, make more money or achieve objectives, we often think in terms of being committed to the cause.

If we want to achieve an objective we know “we have to be committed.” When our friends and colleagues give us advice they often accuse us of not being committed enough, and they tell us to be “more committed.” And, when we fall short in our desired outcomes, we often beat ourselves up and feel guilty about the fact that we are simply “not committed enough”

On the other hand, some of us take commitment to the extreme opposite. We are so obsessed with carrying out our commitment that we often act with extreme intensity and drive ourselves to serious stress. We plan our every action, measure our every milestone or intake, announce our every achievement and fall apart with every setback. Our friends and colleagues often look at us with worry. They regard us as obsessive and fanatics and their advice is often to lighten up, chill or simply “stop taking your commitment so seriously!”

So, the question is: “How committed do we need to be to succeed?”

What is the most important aspect of any Organizational Transformation?

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In most organizations, when people talk about Organizational Transformation, they typically mean a major reorganization or restructuring, a process re-engineering initiative or a system and tool upgrade. These things are very important, and at specific times in the evolution of a company they may be just what the organization needs in order to reach the next level. However, I have seen organizations with best-in-class processes, systems and tools struggle to achieve great performance and results. And I have seen organizations with barely-adequate processes, systems and tools achieve extraordinary results beyond expectations. Why is this the case? The reason is that even in today’s increasingly digital and technology-oriented environment, no matter how high-tech your business is […]

Are you a narcissistic leader?

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I was speaking to a senior executive of a global technology company about leadership. During our conversation, he made an intriguing declaration: “I’d rather be a dwarf that manages giants, than a giant that manages dwarfs”. It was obvious to me that he was referring to the difference between narcissistic leaders who always take the credit, seek the limelight and who remain the stars of the show under all circumstances, versus leaders who view their role as an opportunity to empower, promote, recognize and elevate the people around them. I liked the senior executive’s proclamation because it was powerful, simple, catchy and relevant to many leaders and executives. I have come across and worked with […]

Do Senior Leaders have the courage to confront and own their shortfalls?

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If you want to elevate your team to a new level of ownership, accountability and performance you have to start by taking stock of, and owning your current reality and past. You have to confront what worked, what didn’t work and what still isn’t working. Sometimes, you even have to take responsibility for things that happened before you arrived. Why is this important? Because when you are honest and own your past it is easier to put it behind you. You can then create the space for a powerful new chapter, unlimited by past constraints. If you focus too much on the things that worked, you can easily get comfortable, complacent and/or arrogant, and that […]

Who are you inspired by?

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I was debriefing a session with the CEO of a European division of a global technology company. Just before we parted ways, the CEO, who through our work together had also become a friend, turned to me and asked me a seemingly simple question: “Who are you inspired by?”

Don’t forget to give thanks!

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This week, Americans are celebrating their Thanksgiving holiday. I am not American but I love Thanksgiving because I find the premise and practice of focusing on our life’s blessings and fortunes, as well as expressing gratitude to the people we respect and love, to be extremely healthy, empowering, and necessary to all people in all cultures and geographies.I recently came across a quote from Swindoll that is apropos to this topic: “Life is 10% what happens to us and 90% how we react to it.” This quote represents such truth! On a daily basis, we encounter circumstances and situations that give us the opportunity to choose our outlook, mood, and course of action. Sometimes we […]