If you want traction for change among individuals in your organization, it is only when there are clear standards of performance or behavior, accountability to meet them, and support to help people succeed that a change can take hold. In my experience, a deficit in any one of these three will alter the way any change is treated and viewed, and will lose traction as a result.
When a CEO asks me how to better motivate his or her employees to change, the focus is on the wrong thing. Motivation can get a person started, but only discipline can see him or her through to an outcome.
Machine learning algorithms are no smarter than the humans they learn from, and in most cases not nearly as smart.
I am no luddite. I am aware of the power of big data when used with good analytics and artificial intelligence in automating functions like logistics, supply chain management, manufacturing and market intelligence. However, business leaders ought to treat automating human resources with particular skepticism and caution.
Projection and empathy are not the same thing, but they are often confused. Empathy is the ability to understand how someone is thinking, whereas projection is presuming a person thinks like you. Be careful not to project when it is empathy that you intend. Continue reading →
If you are a leader seeking rapid change in your company, forget about culture. Culture will take care of itself. Focus on new ways of doing things. The genesis of a new culture results from a change in behavior, not the other way around. Change the way people do things. Culture change follows as a result.