oliver twist, buyer persona, strategy, development, Toby Elwin, blog

The pain with change management

A leader’s job is to not create a space that causes so much pain that people must move, but to create a compelling future vision people are drawn to.

If leadership starts their focus on what did not work or what you do not want to happen then effort goes into putting procedures in place that constrain. If leadership focus starts on what worked or what it looks like when it worked and the focus shifts to how it worked to and what is achievable, what is possible.

Appreciative Inquiry, as a principle for design and change management, allows organizations to change the focus. Where we inquire, we move and Appreciative Inquiry changes the change.

darth vader, small business, growth, strategy, Toby Elwin, blog

When a small business should fear growth

Your small business does not have the culture to succeed as a big business.

Initial ad hoc procedures may prove to drive those early revenues and perhaps the same procedures can manage a firm’s expansion to 30 employees, 75 employees, or 100 employees.

As the growth of a firm increases the amount of interactions and the dynamics of each interaction become more important. Repeatability, scalability, and human capital strategies are vital to have in place before growth.

With a Competing Values Framework your current culture and future culture present present your roadmap for intentional growth.

united nations, intervention, organization, Toby Elwin, blog

The intervention as organizational rehab

Until I add knowledge, skills, and abilities as an important to individual and team success, to intervene seems less an option than a core competence.

We need to intervene before we lose even more of your organization’s ability and desire to achieve both individual, team, and organization goals.

We should revisit what has become the noise surrounding essential knowledge, ability, skills, and competencies organizations need from people ready to lead.

butterfly effect, Toby Elwin, blog

Organization sabotage and the butterfly effect

To run a team, manage a group, or lead an organization means you line people up yell, “ready, steady, go” and we folk hum along without need, guidance, motivation, communication, or care for anyone but the organization.

The reason a professional might call for an organization intervention comes from the feeling of organization sabotage.

Something is wrong.

Someones needs help.

We need to intervene.