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Book Quotes Career Change Leadership Legacy Personal development

Don’t park to long or change will find you.

Julie Alexander a professional coach speaks on “Don’t park too long or change will find you”. What a great saying!  When I heard Julie deliver this it resonated on so many levels.

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The pace of change in the world that impacts on personal and business life is speeding up. Yet it is human nature to search out certainty. When we hold on to certainty we think we are doing the right thing for our survival, however we find our resilience is at risk, as we are not constantly adapting.

The harder we hold on to comfort, the more difficult we become for people around us to deal with, as we are resistant to the help or guidance that will ensure we make the transition.

When we challenge ourselves continually, we are happier, more fulfilled and our resilience increases.  This helps us to understand and deal with anxiety.

For me self deprecating humour is something I find really useful, as when we laugh at ourselves others connect and understand our pain and opportunities.

Today one of my team reminded me when discussing change in business of that great book “who moved my cheese?” By Dr Spencer Johnson which is all about adapting to change. A must read for anyone who is seeking comfort in a fast changing world.

The greatest skill in the 21st century is constantly adapting to the world as it evolves at a faster pace than any time in history.  When we embrace the changes we can enjoy and evolve, when we resist we become obsolete with no relevance.

Don’t park to long or change will find you.

 

 

 

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Leadership Legacy Personal development

Culture how to measure change?

imageAt the Australian Institute of Company Directors update this week at the Recital Hall, the number 1 prioirty for Directors is culture. A question was asked by the audiance on how you measure culture?  There was some debate as whether you can.

This article is explain how to measure and how to drive cultural change.  First of all you need to understand the common behaviours of staff and this you can do simply by observing. Within a few days in the role at Telstra I had uncovered 6 behaviours that were resulting in poor culture.

No 1 was excuses were used to explain why things did not get done. I created a behavior framework showing what great looked like, good, aveage and poor being the excuse behaviour.  Great was driving for a result no matter what is in the way. Where there are obstacles, overcoming them to get the result.

I showed the 6 behaviours and 4 standards for each behaviour to my managers and asked them where they sat for each.  The discussion that developed helped them to see that the behaviour was not acceptable. In meetings or day to day conversation the managers would catch themselves as they gave me an excuse and then say ” you dont want to hear that and stop themselves, whilst they worked out the action they were going to take” the results are transformational.

This framework you can score before and then after to see the change. Now 18 months on the team operate at the highest level for each behaviour. So yes you can measure progress and more importantly help your managers to understand what is acceptable and non acceptable behaviour. Communication and consistently holding the team accountable for their behaviours is a must.

In Colcusion yes you can measure cultural change at every level in an organisation.

 

 

 

 

behaviour framework

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Leadership Legacy Personal development

David Thodey’s Legacy

What is your legacy?

I had the privilege of working under David Thodey’s leadership. The first time I met David I was at a function at Jones Bay wharf, Pyrmont, Sydney. There were approximately 150 customers waiting on the balcondavid thodeyy outside Doltone house. David came over to every group where he said hello to each person and engaged in conversation, before politely moving onto the next group. By the time we sat down for dinner, he had circulated and spoken to all the customers.

That was my first impression. The second encounter was at the leadership kick off in Melbourne where he spoke about passion for doing the right thing for the customer, focus on business and personal growth and lastly “don’t be compliant”.  I was blown away. In three sentences he nailed the priorities and delivered with great clarity. He then went on to bring each one alive with a personal story. Unforgettable.

David’s legacy will live on. In David’s article https://www.linkedin.com/pulse/hardest-thing-weve-donechanging-our-culture-david-thodey?trk=prof-post #1 PROVIDING GREAT CUSTOMER SERVICE IS NO LONGER OPTIONAL. He has changed the culture of Telstra where the customer is the centre of everything, and Leadership is about transparency and learning every day

I learned from David the importance of a single message of focus. Everyone in the company understood what were we were doing and why? The culture and core values hold us all accountable.

In my own team managing 2,600 business customers, I lead by example ensuring that all customer escalations are dealt with promptly. To ensure we have resolved the issue I ask the Manager to set up a meeting with the customer, we meet face to face to ensure all aspects of any issue are resolved.

What is your legacy?