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6 ideas about setting goals in your organisation | Paul

11/9/2017

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​Here are 6 thoughts about goals:

  1. It’s unethical to hold people to goals that they have set, because much of what happens after you set a goal is unpredictable.
  2. Watch out for when goals turn counter-productive. Like prescription drugs, they can have unwanted side-effects.
  3. It’s important to give yourself permission not to stick to goals when circumstances change and you need your wits about you to deal with uncertainty.
  4. Perhaps if goals are modest and short-term, they will not be so delusional. 
  5. A deadline by which you have to produce a piece of work can be very productive. I write here as a trained journalist. 
  6. If you work with others, instead of setting goals ask them what they would like to achieve. Then when you meet again, ask them what progress they have made.​
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Great talent, poor attitude | Janine

5/9/2016

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What do you do as a coach or a manager when there’s a mismatch between talent and attitude? An HR director called me in to coach Lucy, an experienced senior manager in a city IT and software company.  He said she was excellent at her job, but her attitude was terrible. While she was good at what she did, the pressing problem was that she was rude to people. She had a poor attitude towards company initiatives and so she was continually overlooked for promotion. If it didn’t improve, regardless of how much they valued her skills, it would be time for her to move on. ​
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Clever people, stupid organisations | Paul

14/3/2016

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​
​A great paradox of leadership is that we seem to have clever people in stupid organisations.
 
Perhaps that’s because we usually view wisdom as a property of the individual. But if we face big collective problems, how about seeking and creating wisdom in a collective approach?
 
An element of wisdom is the ability to see beyond the obvious. Good leaders notice patterns. They discern signals amongst noise and get a sense of what’s going on. They bring the gift of making even complex circumstance more tractable.
 
Leaders working effectively together in an organisation (or society) can use this skill to determine from the myriad of activities and sets of information available what to pay attention to and what to overlook.
 
This guides the practice of colleagues – helping to clarify aims and decide where to apply effort.  In your next meeting, how can you increase clarity with your colleagues and generate collective wisdom?
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Top 5 tips for successful large-scale change projects  | Janine

21/11/2014

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We’ve been collaborating on some big change projects recently and here are our top 5 tips for ensuring their success:

1.   Include key stakeholders as early as possible in the project planning 
This is valuable for so many reasons.  You’ll eventually need their support, so if they are involved and excited early, the path will prove much easier.  As contributors, they’ll help improve the shape of the project. If they are in from the start, they’ll share a sense of ownership.
 
2.   Agree the evaluation measures up front, preferably using those that are already in place.
This way, everyone knows what you are aiming for in the most specific terms possible – things that can be measured.  In most large organisations, measures are already in place for many variables:  which of those do you want to see affected by the project?


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