My experience of some organisations is that where leadership and processes are dis-organised or weak. Two things happen...
1. People may be confused, upset and defensive about the silos within the organization.
2. Few feel empowered (able or responsible) to make the necessary changes for the better.
Without unity of purpose, ownership of outcome and responsibility for process the organisation is bound to be sub-optimal.
I have become a fan of the FIRO model, because this notes the processes and benefits toward team building as a means of gaining commitment and channeling resources to achieve the organisational goals.
MORE TO FOLLOW SOON....
ciChange is a not-for-profit forum for ideas and discussion, about all aspects of Change Management, including people, processes, teams and leadership. It is a place to share and exchange models, papers, ideas and information about change. We welcome participation from a broad audience, including business and change leaders as well as project & change providers.
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I have blogged about DISC as a means of categorizing people according to their behaviors. Dominance - direct, results-oriented, strong-wille... -
MINDFULNESS IN THE DEVELOPMENT OF RESILIENCE I have recently run TEDxStHelier in Jersey which featured TEDx Speakers Garry Stern and Dr....
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Below is an article by Dr Jeremy Cross is a Leadership Psychologist and Director at Bailiwick Consulting. The original of this is here h...
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