Managing change is a people problem. It is exceptionally difficult in part because it is inherently subjective. In this article, you'll learn how to get past that subjectivity to objectively identify what needs to change, who will struggle with the change, and how to help them through it.
The most tempting strategy for most leaders is to do more of what we're already doing and do it better. That same strategy will suffocate even the best innovators if we aren't careful. So how do we protect innovation from process and use process to scale up innovation?
Innovation will never be birthed from a process. It must start with people. To create an innovative organization, you must create an ethos of innovation throughout the entire organization.
You did it! By everyone else's standards, you've built a thriving, successful business. You've succeeded where 95% who've tried have failed. You've turned your idea into a thriving enterprise. But there's a problem. And whether or not you have words for it, you are feeling it.
The only thing harder than achieving greatness is sustaining it. You have to simultaneously maintain what you've built while also moving on to something greater. It's easier said than done. Despite the challenge, in this article, you'll learn two key strategies to improve upon the success you've worked so hard to achieve.
The mere mention of the phrase "corporate training" will send the bravest men and women running in the opposite direction. Most training programs are company killers. Yet, the path to building a brilliant organization that can stand the test of time requires that we build the training program that can make that enduring greatness possible. In this series, you'll learn exactly how you can do just that!
In this article, you won't find a heavily refined, highly processed protocol for compliance. Instead, you will find a very human process designed to help you and your people achieve more than ever before.
I want to propose three principles and a simple yet powerful hiring model that will dramatically increase your hiring process’s effectiveness and reduce the time you spend hiring.
Today, I'm going to show you the right way to jump-start the transformation you want as you execute and implement your offsite decisions and rally the company around your cause.
From day one, this step-by-step agenda will give you and your team an opportunity to reflect on past successes and challenges and cast a vision for the company so powerful and enduring that it will outlast everyone in the room.
Michael Vann is the President of the Vann Group, LLC. Michael has over twenty years of strategic consulting and transactional advisory experience. He focuses his efforts on helping owners build and realize their value by creating the framework for continuity and scalability within their organizations. His areas of expertise include strategic facilitation, succession/transition planning, and …
If you look close enough you will find a lack of critical optimism at the root of just about every problem you are facing as a business leader. However, despite its importance, critical optimism is incredibly rare. In this article, I’ll show you what it is and how you can embed it in your company culture.