- Lynn Curry
- Situational Analysis
- Change Management
- Program Design
Resist the temptation to appease everyone by including all improvement ideas at the same time. Keep the goal list to no more than five to seven items at any one level. More than that is confusing, hard to remember and it will take too long to review relevant daily performance metrics. That daily review at every level is important. Without regular communication about the focus goals and results, everyone's perceptions, interpretations and work will begin to vary in spite of their best intentions. That path leads to frustration for individuals, for change leaders and for the organization as a whole. All work must be actively coordinated towards attainment of shared goals and everyone must have feedback on their role and contribution at all times.
This is not your daddy's leadership. Change managers, regardless of their place in the organization, have to master and deploy quite a range of skills. A lot of team skills are required with a little lion-taming on the side. More on this in the next post.
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