Lean into Change #5: broaden your understanding

 

Make an effort to understand all the pressures and expectations in your workplace. What does your boss want? The boss's boss? And so on all the way up to those empowered to speak for what society wants: governments at different levels. What metrics are used to assess each of these expectations? What rewards or disincentives are there to meeting or missing those metrics? What funds and resources are available to support positive change?

A lot of this information is available in public documents online, but don't miss the opportunity to talk to all these people in person. They need to know you as someone who cares about the work and the organizational outcomes and you need to find those interested in helping achieve improvements. Keep notes and follow up every meeting with a thank-you for their time and remind them of an idea or direction that you have in common.

Post a comment.
(Not registered? Register now.)
Your Email *
Your Password *
Your Name *
Choose a Password *
Enter it Again *
Comments *
  * indicates a required field

Comments

No comments found.

Recent Posts

Specificity Click-bait
June 15, 2017

    3 Things Great Leaders Never Do. 5 Keys to Organizational Change. 7 Days to C-Suite Nirvana. Does anyone really believe this clickbait? This meme of false s...

FITBIT Your Strategy
June 8, 2017

We are going to assume that you do HAVE a strategy that is guiding decisions towards some well-defined goals. You aren't just reacting from one crisis to the next, right? OK then,...

Get the Little Things Right
April 19, 2017

You must be good at the little things to be an effective consultant or change agent. Any good cook knows that. And you have to take the time. Scratch made puff pastry is a wondrous thing, not a...

Align Behavior with Goals
April 4, 2017

The last two posts took up the problems of getting all organizational work aligned to real goals for that organization.  The point of this effort, and it does take focused effort, is ...

Subscribe   RSS

Follow Us
Facebook Twitter LinkedIn

Share

Search Blogs