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Friday, May 4, 2018





Leading Into the Future

The more seasoned a person becomes in their leadership role, the more it becomes routine. As leaders, we should constantly strive to accomplish more. More and bigger things -both personally and for the people that we lead. Future possibilities lie ahead and now is the time to prepare for what "could be."

For future possibilities to happen, you have to think about the possibilities. What would happen if you could increase productivity by 25%? Think about how this would change your organization and the people that you lead. Doing so prepares your mind for how the future might look.

If you want to see into the future, look into the past. What mistakes were made and why? How might you take what you've learned from the past and apply it to the future? What would it be like if you had better employee engagement? What would it be like if you could change employee behavior, drive more innovation?





Think of the impact. Think about the success. Doing so helps you begin to prepare for success. If you think about everything, nothing will happen. You don't create general strategy (what mountain are we going to climb?), you create specific strategy that will accomplish your objectives. Do the same thing when you are preparing for infinite possibilities. Be specific.

As technology and the world changes, stay focused on the question "what's next?" Focus on what will come your way, as opposed to creating your way. Be adding value to everything you do, seek to provide value - value to your employees, to your customers, and to your organization. Adding value is key to the success of creating the future. 







Today's business climate is causing organizations to change their traditional view of change. Change can no longer happen in isolation - it must impact the whole organization, and involve all of the people in the organization from the bottom up. Before you can manage change, you must first determine what change management actually means in your situation.

For example, do you have sponsorship for the change at the top management level? Can you get "buy-in" from all of those involved and affected, directly or indirectly by the change? If you want to be successful at driving change, spend as much time on the emotions of the people as the elements of change.




Simple Change Management Model


1. Involve the team

2. Communicate constantly

3. Plan properly

4. Create urgency

5. Encourage creativity

6. Use collaboration

7. Find solutions

8. Never gives up