Status Updates From Leading at a Higher Level: ...

SERVE akronym, använd för servant leadership.

What did this director do? He cross-trained everybody in every job. Everyone could handle the front desk; everyone could take the pictures.

Culture Drives Performance

Decide what not to do. While it is important to provide direction on what to do, it is just as important to provide direction on what not to do. Ask the following questions when deciding what to do and what not to do: What project or initiative will have the greatest impact on your vision?

”If people aren’t treated as if they are smart and would reach the same conclusion about the need to change as the change leadership team, they perceive a loss of control. Their world is about to change, but they have not been asked to talk about “what is,” explore options, or consider possibilities.”
motstånd och kontrollförlust samvarierar, obviously.

förändringscirkeln

13. People are not held accountable for implementing the change.
14. People leading the change fail to respect the power of the culture to kill the change.
15. Possibilities and options are not explored before a specific change is chosen.

9. Leaders lose focus or fail to prioritize, causing “death by 1,000 initiatives.”
10. People are not enabled or encouraged to build new skills.
11. Those leading the change are not credible. They undercommunicate, give mixed messages, and do not model the behaviors the change requires.
12. Progress is not measured, and/or no one recognizes the changes that people have worked hard to make

5. A compelling vision that excites people about the future has not been developed and communicated.
6. The change leadership team does not include early adopters, resisters, or informal leaders.
7. The change is not piloted, so the organization does not learn what is needed to support the change.
8. Organizational systems and other initiatives are not aligned with the change.

skäl till misslyckad förändring:

1. People leading the change think that announcing the change is the same as implementing it.
2. People’s concerns with change are not surfaced or addressed.
3. Those being asked to change are not involved in planning the change.
4. There is no compelling reason to change. The business case is not communicated.

Kurt Lewin described these phases as unfreezing, changing, and refreezing. The reality today is that there is no refreezing.

Top 10 Reasons Why Teams Fail
1. Not taking time to clarify purpose and goals
2. Uncertainty about what requires team effort
3. Lack of mutual accountability
4. Lack of resources
5. Lack of effective leadership and/or shared leadership
6. Lack of focus on creativity and excellence
7. Lack of planning
8. Lack of support for a team culture
9. Inability to deal with conflict
10. Lack of training

The One Minute Apology

Smarta mål

As former colleague Rick Tate often said, “Feedback is the breakfast of champions.” Can you imagine training for the Olympics with no one telling you how fast you ran or how high you jumped?

performance planning, performance coaching, performance review, fokusera tidigare i processen.

The five sources of power are position power, personal power, task power, relationship power, and knowledge power

master three skills: diagnosis, flexibility, and partnering for performance.

hersey-blanchard-modellen.

Ducks and eagles

i care

ideal service
culture of service
attentive
responsive
empowerment

Too often, leaders complain that they can’t have a vision because the larger organization doesn’t have one. Again, it’s not necessary to wait. The power of vision will work for you and your team, regardless of your level in the organization.

The vision provides guidance for daily decisions so that people are aiming at the right target, not working at cross-purposes.

scores:
shared information
compelling vision
ongoing learning
relentless focus on customer result
energizing systems
shared power

After sharing the actual figures, the president was impressed when a chef asked, “You mean, if I burn a steak that costs us $6 and we sell it for $20, at a 5 percent profit margin, we have to sell six steaks for essentially no profit to make up for my mistake?” He already had things figured out.