Strength-based practice involves identifying a client’s strengths and building on them to create a reliable foundation for dealing with conflict or reaching future goals. There’s enough proof–and enough anecdotal evidence in my own life–that a strength-based approach works.
Improving customer experience is often a top business priority, but what about employee experience?
Can you run fast and go deep at the same time? Sprints break an otherwise long, complex process into sizable, achievable chunks that can be accomplished at greater speed.
We no longer have the luxury of time to change and must embrace risk as the new normal; we must continuously renew and reinvent ourselves as leaders so that we have the competencies and capacity to enable the evolution of our organizations.
“If you have an organization that can’t change, you will become extinct,” Ossip insists.
Most companies have leaders with the strong operational skills needed to maintain the status quo. Fortunately, companies can build the capacity for strategic leadership.
Plans are drawn up, presented at board meetings and then left to collect dust on desks and shelves. The un-executed strategic plan has become a symbol of expensive, pedantic exercises which cost time and money, but fail to make impact.
“Management fads don’t win wars. So why do military leaders talk like MBAs?”
As the competition for the best talent grows; businesses must reduce the disconnect between their talent requirements and the strategies and processes which underpin them.
The following sayings might not be as full of as much character compared to some of the more colorful southern expressions, but they are great lines to shape your business practices around.