Entries by gmader

The only constant is change

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For years, in my work in the corporate world, I’ve heard the slogan “change is the only constant,” but it has always seemed hollow to me. Instead of developing a workforce and leaders who are nimble and capable of constantly adapting, many organizations in the business world are, in fact, having a very difficult time adjusting to change. Sudden changes in their operating environment seem to cause them to hit the reactive, panic button, laying off employees; slashing development, improvement, and quality programs; cutting off contracts with suppliers; and retreating into downsizing. Even though companies and organizations say they will make their cuts strategically, this is most often not what happens. Instead, the cuts often […]

Does retirement still make sense?

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I recently read an intriguing statistic about retirement: “people who retire at 55 are 60% more likely to pass away within 10 years of retiring than people who retire at 65.” Intuitively, this makes sense. Many people work hard for years, looking forward to a distant future when they will retire and finally begin to live their real lives. And yet, when they get there, they are ill-equipped for this sudden, dramatic change in their daily routine. When confronted with all the time in the world to play golf, they feel as if they have fallen off a cliff. All the sacrifices people make throughout their working lives do not seem to guarantee happiness and […]

Make a difference with your words

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We have all heard the expressions “words are cheap” or “action speaks louder than words.” That is not true! In fact, words are the most powerful tools we have to create realities and make things happen. Let’s take some universal examples: When a priest or rabbi pronounces a couple “man and wife” a new reality is created from his or her speaking. When a judge sentences a person as guilty or not guilty that is a real and immediate outcome and reality. And, when a president of a country declares war on another country the world changes in that moment out of that declaration. These are all words that create a world. These are big […]

Become attached to your future, not your past

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In 1899 Charles H. Duel, then Director of the U.S. Patent office said, “Everything that can be invented has been invented.” In 1895, Lord Kelvin who was President of the Royal Society said, “Heavier than air flying machines are impossible.” In 1905, Grover Cleveland, then President of the United States said, “Sensible and responsible women do not wan to vote.” In 1943, Thomas Watson, then Chairman of IBM said, “There is a world market for about five computers.” We all say and think things everyday that we sincerely believe to be true, even though they are not true at all. When we think or say positive things it could be motivating. Even though sometime it […]

The more controlling you are the less control you have

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Most managers who micromanage their employees suppress their spirit and performance. Employee’s performance is directly tied to their sense of ownership, commitment, and accountability for the success of their organization. Their passion, ownership, commitment and accountability are reduced when they feel distrusted, disrespected and under-valued from a leadership and/or professional standpoint by their manager. By micromanaging their people, managers generate an environment of compliance and fear. And that typically cause people to play it safe and “cover their behinds” instead of stepping up and going beyond the call of duty to take ownership, risk and initiative. Managers who are consumed with micromanaging their employees are focused on the wrong things. Instead, they should be providing […]

If you want your strategy to work, don’t underestimate the critical role of middle managers

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The following scenario unfolds every day in organizations of every size across the globe:  The CEO and his top management team unveil a new strategic plan or a new “change initiative” to dozens of executives and managers the next level down.  Senior management implores these mid-level managers to “get on board” the initiative because it is critical to the success – and sometimes even the survival – of the organization.  After the top executive presents the plan (often in an “all hands” meeting), the mid-level managers ramble out into the hall, grumbling about what they just heard.  The “un” words fill the air: “unrealistic,” “unfathomable,” “unnecessary,” “unclear,” “unwise.” For years, mid-level managers have been expected […]

Don’t accept cynicism and resignation

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Early June 2014 I published an article in the online Careers in Government publication called It takes courage to say NO to cynicism and resignation. I also posted a blog about the same topic on April 10th, 2014. As you can tell, I feel passionate about this topic. I believe we were all born with the innate ability and right to express ourselves, live a life of meaning, and be fulfilled and happy. Unfortunately, so many people don’t live and behave this way, especially in organizations. I was facilitating a session with 150 managers of a highly unionized division of a well-known technology company.  During the introductions a veteran supervisor stood up and introduced himself […]

Managing your professional and personal life balance may be easier than you think

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Like many of you, I have a very full and busy schedule interwoven with business and personal commitments, projects and activities. I am passionate about having it all so I go out of my way to not miss out on personal commitments like exercising, spending time with my wife and kids, etc. because of career and professional priorities. Managing everything, though is often like riding an emotional roller coaster. Sometimes it feels like I have too much to do and I am not managing to get it all done. And, at other times, even when the load is the same, I feel that I am completely on top of it and I have time to […]

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. You knew 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 […]

It’s Easier Than Ever to Make a Difference

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Apathy, resignation and cynicism are the enemy of everything that is good and the friend of everything that is bad. When employees and managers come to believe that they can’t make a difference, the organization is doomed to mediocrity at best, and to failure at worst. Unfortunately, I see this take place on a regular basis. However, in my years of experience with client organizations – going back long before the rise of social media – I have also seen many examples of how a single person who is courageous and determined to effect change can start a movement. Here’s one example: Many years ago, I worked with a woman who was a secretary in […]

Organizational politics at its worst

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The real strength and health of an organization is tested in tough times. When things are good and there is plenty of money, resources and success to go around; people tend to be more content with what they have. They also seem to have more tolerance and “generosity” about other people’s success, including people who are doing even better than they are. But – in times of turbulence and change, especially when organizational borders are being redefined or when there are significant work force or expense reductions and restructures, the true color of the organization is revealed. Unfortunately, in so many cases, when this happens the political deadly claws and sharp teeth come out and […]

Five practical things any leader can do daily in order to create and sustain an environment of authentic and effective Accountability

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In my last blog, “Accountability; a privilege or burden?” I discussed what accountability truly is or should be.  As promised, I want to share five practical things leaders and managers can do to create and sustain an environment of authentic and effective Accountability. 1.)Make sure people are engaged in setting the goals early on. This practice would most likely be applied differently depending on the size and how disperse the team is. In a small team, it is easy to engage people in the strategy or goal-setting exercise. In a large organization, this principle will have to be implemented in steps. Step one would be to get the entire senior team engaged and aligned. Step […]