There is some great content here, but then there should be in a 128 slide deck! This is not to be presented, but read. And thought about.
Look at how this information is communicated.
Performance on this in the private sector is often poor.
Performance in public and third sectors is usually worse, in my experience, because the disconnect between espoused values and reality is often wider.
In very small businesses it is not a big issue. But as things scale up, as middle managers and team leaders start to appear this type of issue can become ‘make or break’.
Everyone is clear on what works at Netflix. Employees, customers and shareholders.
- How do you communicate about culture?
- Do words and actions match up in your organisation?
- What can you do to improve things?
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- A learning agenda – identify what you need to learn and how you are going to learn it to bridge the gap between ‘real’ and ‘ideal’
- Access to a network of fellow Progress School members who will commit to helping you learn
- A chance to experiment – to try out new behaviours and skills – to see if they work for you
- Develop new practices that help you make progress
Progress School is designed to offer you a flexible process to support your development. The more you attend the more you are likely to get from it – but there is no curriculum to follow – just a process of reflection and action to engage with.
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“What I want is someone who will do what I tell them to.”
“What I want is someone who works cheap.”
“What I want is someone who shows up on time and doesn’t give me a hard time.”
So if this is what the boss really wants, how come the stars in the company don’t follow these three rules?
From Seth Godin’s Linchpin
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This video provides a useful and at times very beautiful introduction to the topics of complexity and emergence – which offer us a very different way to think about our organisations and how we manage them.
and this one takes the journey a little further:
If you want to see how you can use these ideas to improve your leadership and management then do get in touch.
Filed under: culture, leadership, management, strategy | Tagged: creativity, culture, delegation, high performing teams, improvement, leadership, management, progressive, time management, transformation | Leave a Comment »
They usually write a lot of sense over at management issues, which is why I was a little surprised to read an article called Anger Doesn’t Pay.
In my book it is perhaps the most important driver for change and innovation. Anger serves a surprising purpose . It gives us a clue, a sign that there is something here that we can have the energy and creativity to make better. Anger pays much more than indifference which at time seems ubiquitous.
What does not pay of course is losing your temper. Shouting and displaying your anger in ways that alienate people rather than recruit them to your cause.
So value your anger, cultivate it, harness it and make progress. Just don’t let it ignite your temper!
I help accidental managers become outstanding managers – if I can help you give me a call – 0113 815 3765 (UK)
Filed under: change, communication, creativity, culture, leadership, management, Motivation, passion, performance improvement, performance management | Tagged: change, leadership, management, performance improvement, practical | 1 Comment »