In this episode of The Transformative Leader Podcast, I’m excited to bring you a discussion with consultant, author, TEDx speaker, and entrepreneur, Moe Carrick. Moe seeks to help people thrive in the companies for which they work and grounds her approach in a unifying and undeniable truth: successful work is dependent on human relationships. Recognizing that most of us spend most of our lives at work, and that consequently, work plays a huge role in the meaning and satisfaction we experience in life, Moe offers a fresh, honest, and direct roadmap for leaders everywhere who seek to make their workplace “fit for human life.” This message, about the absolute indispensability of “soft skills“ and taking care of the human side of work, is relevant to leaders in all organizations, at every level, as well as those in development, HR, OD, coaching, and consulting who advise others about organizational culture, leadership, structures, and teams.
It occurred to me this week, as I was doing the final preparations for a client visit, that most of what I speak on and write about has to do with what is commonly referred to as “change management,” yet I hardly ever use that phrase. I think the reason for this is two-fold. First of all, I have no desire to jump on some bandwagon and be lumped together with all the “Change Management Experts” out there, who may or may not have ever personally led any kind of transformation at all, and secondly, I believe the term “change management” perpetuates an entirely false connotation. I believe the greatest issue with change management has to do with failure to recognize that “change” is rarely the problem, and “management” is rarely the solution!
In this episode of The Transformative Leader Podcast, I’m excited to bring you a powerful conversation with bestselling author, motivator, and powerhouse entrepreneur, Ruth Soukup. The discussion today is a profound one, and is about something that is a constant presence in all of our lives in one form or another: fear. “What would you do if fear no longer stood in your way?” That is the central question that Ruth set out to explore in her forthcoming book, Do It Scared®: Finding the Courage to Face Your Fears, Overcome Obstacles, and Create a Life You Love.
If your organization suffers from a persistent communication problem and all your attempts at solving the problem have failed, it could be because poor communication is only a symptom of the real problem that you should be addressing. If you are constantly training your people on communication skills and trying one tool or process after another, only to see them seemingly go to waste, it is because your bottleneck is probably not a missing tool set or even skill set. If this is the situation you find yourself in, I submit that you don’t really have a communication problem, but rather a commitment problem!
If you have ever taken on a substantive change or major transformation, you know that such pursuits always almost always invite some resistance and hesitation. If the initiative has been tried and failed before, you have even a bigger challenge on your hand. You might hear the initiative being referred to as another “program of the month,” or be told by someone in the organization that they have “tried that before and it didn’t work.” Needless to say, convincing naysayers to become enthusiastic advocates for change in situations like this can seem like an insurmountable challenge. But there are some things you can do that can help, and I’d like to suggest a few in this post.