RESOURCES

Toxic People – Toxic Culture

Posted by Gary Skarke

Jun 6, 2017 2:30:19 PM

In our first two posts on organization culture, we looked at the macro elements of culture and the key elements that had to be understood before effective culture change culture cartoon.jpgis possible. In this post, we look at how individual team members can impact culture and some of the change options available to counteract the culture impact of bad actors.

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Topics: Organization Change Management

Defining Culture: The Critical Step to Change and Organization Success

Posted by Gary Skarke

May 11, 2017 1:08:53 PM

In our last blog, we commented on how toxic cultures are impacting both brick and mortar organizations as well as virtual ones.  Culture is such an intangible to most what-is-culture-image-sidebar.pngpeople that leaders frequently do not know how to shape or manage such an intangible.   The culture – both the current and desired – needs to be defined. 

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Topics: Culture, Organization Change Management

Toxic Cultures – Not Just a Problem for Traditional Corporations

Posted by Gary Skarke

Apr 27, 2017 11:30:27 AM

Recent headlines, should serve as a warning, failure to address a toxic culture can destroy the credibility and potentially the very existence of any organization.  Brick and mortar companies long ago recognized that culture (and values) impacted their ability to perform well by negatively influencing/impacting their employees and the decisionuber.jpgs they make daily.  Now, everyone is reading about sexual harassment at Uber.  Fox News has lost/fired several of

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Topics: Culture, Organization Change Management

Right-Hire vs  Mis-Fire

Posted by Terry Holtz

Feb 13, 2017 11:40:34 AM

Most organization transformations either result in new staffing requirements, employee positions deleted or changed, or some combination of all three. Getting the right person in a position where they have the greatest potential to contribute is a critical success factor when looking at long-term results.

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Topics: Organization Change Management, Human Resources

Natural Gas Storage and Price, a Journey Back Through Time

Posted by Terry Holtz

Aug 16, 2016 11:06:26 AM

The following article, by Richard L. Zdunkewicz of Acclaim Energy Advisors, should give us all pause, as we ponder our energy costs going forward.  With the increasing dependence on natural gas for electric power generation, is it time to reconsider changing the way you buy, consume, and most importantly waste the energy you are paying for? ng_consumption.jpg

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Topics: Energy Management, Organization Change Management, Project Management

Energy Efficiency – How to reach desired results ecologically and financially

Posted by Terry Holtz

May 5, 2016 10:50:15 AM

Wherever you come down on the science, politics, or social impact of global energy consumption, it is indismeter.jpgputable that organizations that improve the ratio of production-to-energy consumed improve their bottom line.  If they operate for profit, this is real ownership value and if they are a government agency or not-for-profit they can turn dollars saved into improved service delivery.  How big is the opportunity? The EPA reports that American business wastes 30% of the energy they consume1.

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Topics: Project Management, Organization Change Management, Energy Management

Collective Impact – Should you consider a business consultant?

Posted by Terry Holtz

Mar 21, 2016 10:55:33 AM

Collective Impact is defined as “the commitment of a group of important actors from different sectors to a common agenda for solving a specific social problem.” The process of forming these initiatives involves building a strong foundation, initiating action, organizing for impact, and sustaining action. Common attributes of these projects include:

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Topics: Organization Change Management, Collective Impact

Mergers – A Change Management Exercise?

Posted by Terry Holtz

Feb 9, 2016 12:19:49 PM

Your Change Team just completed a highly successful SAP implementation. Measureable benefits stmergers_puzzlearted early on and continue to flow in. You were given special recognition at the annual shareholder meeting. Today, you see in the Wall Street Journal that your company, second in its segment, is acquiring the third place firm. You stand by for a call to action by the CEO, but the phone never rings. You know that failure rates in these projects are between 50 and 85 percent. One KPMG study found that 83 percent of these deals hadn't boosted shareholder returns, while a separate study by A.T. Kearney concluded that total returns on M&A were negative.2   Sounds like a high risk proposition. What might you and your team’s role be in a merger-acquisition project? How might you get engaged?

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Topics: Organization Change Management, Process & Organizational Design

Agility:  The Forgotten Third Element of Organizational Change

Posted by Terry Holtz

Jan 15, 2016 10:58:09 AM

As organization change practitioners for more than 35 years, we have witnessed admitted failures, claimed successes and, least often, real change that Darwinmatters in a competitive marketplace. If we were to develop a scoresheet for these projects, it would have three major elements:

  1. Change Project Delivery
  2. Stickiness of the Change
  3. Agility or the Ability to Keep Changing
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Topics: Project Management, Organization Change Management

How well does your leadership development deliver results?

Posted by Nick Anderson

Oct 7, 2015 3:37:18 PM

Leadership engagement at every level is an undeniable requirement for successful change. Unfortunately, many executives think a seminar or other training program meets this need. No surprise that such palliatives have little impact. This is especially true when previous training was simply to be endured and change initiatives have failed.

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Topics: Training, Organization Change Management