Have you ever heard the story of the 5 Monkeys Experiment? It may sound familiar when you think of your organizational culture. It goes like this: 5 monkeys were placed in a cage as part of an experiment. In the middle of the cage was a ladder with bananas on the top rung. Every time a monkey tried to climb the ladder,
I was recently facilitating a session entitled “Navigating Through Organizational Change”. The focus was helping ourselves survive and thrive in times of organizational change. My preparation time became an opportunity to reflect on why, at times, we find it so hard to deal with change. We accept many changes in our lives on a regular basis; and big changes too!
I recently worked with a client group in a large federal government department that was trying to establish better horizontal collaboration across the directorate. Organizational silos are a common challenge for many of our clients. Groups become so involved in their own work and priorities that they neglect to notice what’s happening in the next office. This is called ‘silo
Being a manager is not an exact science. It’s about seeing the broader picture, knowing what needs to be achieved and creating the right environment to support staff towards achieving that vision. To be an effective manager, one must set clear expectations, provide constructive feedback, and continually think one step ahead to find the resources and people needed to do
In the June 2016 issue of the Harvard Business Review (HBR), Michael D. Watkins’ article Leading the Team You Inherit provides tips on how to deliberately assess individual team members against set criteria, identifying what the business environment needs and re-shaping the team to ensure effectiveness. In addition, the article points out the importance of considering how people come together