Viewing Posts for: Harry Dunklin

May 20th, 2013

Leaders Leading Change: How to Hold Each Other Accountable to Follow Through

change-leadership-accountability

Leaders Leading Change: How to Hold Each Other Accountable to Follow Through

“To be accountable means that we are willing to be responsible to another person for our behavior and it implies a level of submission to another’s opinions and viewpoints.”  — Wayde Goodall

As a reminder, here is what we have covered so far and what we’ll cover here in our series on Five Essential Elements of an Effective Change Leadership Program:

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May 17th, 2013

Leaders Leading Change: Are they Walking-the-Walk or Just Talking-the-Talk?

Leaders Leading Change: Are they Walking-the-Walk

Leaders Leading Change: Are they Walking-the-Walk or Just Talking-the-Talk?

In a recent post, I introduced the first two elements of an effective change leadership program, Crafting a Consistent Change Message and Communicating the Message Frequently.

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May 15th, 2013

Leading Change: How to Get Your Leaders Singing from the Same Song Sheet

Leading Change: How to Get Your Leaders Singing from the Same Song Sheet

Leading Change: How to Get Your Leaders Singing from the Same Song Sheet

A few years ago, a sales leader who we worked with on a sales transformation initiative confided in me. He pulled me aside and in a moment of truth admitted that he didn’t know what he should be doing on a day-to-day basis to drive the adoption of this big investment he had just made in his people.

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February 8th, 2013

Change Leadership: Owning the Vision

In two earlier posts, I introduced change leadership  and explored how to create a vision. The next step is to own and create shared ownership of the vision.

Here is a summary of four basic rules to follow in leading a successful change:

You can’t delegate or relinquish total ownership of the change. Don’t announce the change and then disappear to let your lieutenants run the show. If your employees sense a lack of interest or passion on your part, they’ll follow accordingly. Stay in touch, communicate frequent progress updates, praise wins, and establish a feedback loop to know that the change initiative is working and not suffering from “whisper down the lane.” You can’t do it alone. You need to enlist others in championing the change and the benefits to be gained from it. Trickle ownership down throughout each layer of leadership. Hold leaders and sales managers accountable and responsible for carrying out the change.

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February 6th, 2013

Change Leadership: Creating the Vision

Change Leadership

In an earlier post, I introduced the topic of change leadership  and how it differs from normal, everyday leadership. Let’s take a deeper dive into creating the vision.

All too often, even in companies where the vision is fairly well articulated, it doesn’t always hold tight in a roomful of leaders when we start to examine the components of the vision. If they don’t buy it or don’t think it’s necessary or possible to achieve, then you might as well stop what you’re doing. It must pass the sniff test as well as withstand the almighty WIIFM (What’s in it for me?).

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