This is the ninth of the blog posts based on the top ten most read Straight Talk Tips that go to my clients each month. The tips are free and you can sign up for them here
How to manage change effectively
Almost all organisations undergo extensive change at some time in their history. It may come from [...]

In most organisations it is assumed that if you want to build a high performing team you need to set stretch goals and objectives. Logically, it makes sense that setting challenging goals and objectives is the best way to inspire the most effort and the best performance. The only limitation that is commonly recognised is [...]

It is very difficult to change adult behaviour, and the older the adult, the more it is difficult.
Many people, including human resources people who should know better, still behave as if a few days in a classroom can produce managers who will build high performing teams and people who will communicate effectively. Would that it [...]

While most things change, rapidly and unpredictably, a few manage to stay the same in spite of all efforts to the contrary. To a great extent leadership style is one of them.
On the face of it that sounds unlikely, given the extensive research that has been done into leadership best practice over the decades and [...]

How did something that started out as a straight forward training course last week develop into a conversation about reality?
I was training a group of young graduates who are on a two year development program, on completion of which they will be appointed as junior managers in their organisation.  As a group they all exhibited [...]

Coaching and mentoring gets a lot of publicity, to the point that one could believe success is not possible without a personal coach or mentor.
The word ‘mentor’ comes from Greek mythology. In Homer’s Odyssey, Mentor was a friend of Odysseus. When Odysseus went off to the Trojan Wars, he left his son Telemachus in the [...]

It starts like this.
‘We need your help. Sam is not performing, seems demotivated, doesn’t follow instructions and has become quite surly toward everyone. Can you come in as a coach to find out what is wrong and to help improve the situation.’
Sam could be anyone at all: an expensive graduate with potential, someone nearing retirement, [...]

I was reminded again this week of the many ways organisations can be incompetent.
I had been asked to help a manager whose staff were argumentative, surly and uncooperative. ‘There’s nothing I can do with them,’ he said. ‘They just don’t want to work!’ On the surface it looked as if this manager had indeed inherited [...]

I’ve spent the last week talking about KPAs and competency frameworks with three different clients. Two have been with HR people who are trying to get acceptance for their performance appraisal processes. One has been with a line manager who is confused and frazzled by the whole thing.
Some things change. A lot of things stay [...]

It’s fascinating how much one can learn about people and the culture of their organisations by listening to the conversations they hold.
There’s the manager who has been around for a while, knows his job and can see a mistake at ten paces. His conversations are short, sharp and one way. Don’t look to him for [...]