Dialog is Sticky

Clear directions, monitoring and repetition don’t always make change stick. Top-down initiatives can often get lost in translation as ideas and perceptions move through an organization. Dialog is a constructive tool that can make an initiative top-of-mind, constructive and additive to the change process. It’s dialog that keep managers and workers inspired or at least

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Waiting for Good Things to Happen

For a company to make things better today and in the future, the normal day-to-day management rules don’t apply.  Leadership workshops and strategy retreats have little effect.  Change takes time.  Change requires periods of action and reflection at both the personal and organizational levels.  New skills, tools and outlooks may be required, tested and assimilated. Nothing

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… And all other duties assigned

Before organizations change, people have to change. Leo Tolstoy wrote, “Everyone thinks of changing the world, but no one thinks of changing himself.” We are all familiar with the difficulties of creating organizational change. There was a time when calls to change fell under a position description bullet that read “and all other duties assigned.”

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Silence

One Path to Success Consider five famous comments on silence, not talking, doing and success. “If A is a success in life, then A equals x plus y plus z. Work is x; y is play; and z is keeping your mouth shut” ― Albert Einstein “The way to get started is to quit talking and

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You Can be of Service, Too

On Veterans Day, employers are in a position to serve, too. Did you know the state’s official job search website, NCWorks ,gives employers the option to search exclusively for candidates who are veterans? Did you know the same website provides information on training opportunities, local services, and other resources available to veterans? Just passing this link along could be

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Let’s Make More

  Big companies already have it … leadership infrastructure … and, small companies do not require much. However, mid-size companies need it desperately if they are to continue to grow – fast or slow. Building a leadership infrastructure is not something that is taught in business schools or that pops to the top of a

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I Buy That

Strategies are useless if employees do not buy-in. So, it is up to senior managers to talk about the strategies and changes required — on a regular basis. Help everyone understand the link between change, intended outcomes of change, and how it works to the organizations advantage and their personal advantage. Keep in mind that

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Financial Benchmarking — It is not for me

If financial benchmarking is not for you then you might ask – are my competitors interested? Finding current financial benchmarks for your industry and organizational size is easy once you log in to NC Live using your local (North Carolina) library card as a credential. Once you have made the connection, search the available databases

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You Should Be Concerned

A recent threat report from the Internet security firm Symantec found that three out of every five cyber-attacks last year targeted small and mid-size companies. It should be no surprise attacks are so widespread and pervasive. In an article by Kelly Jackson Higgins, she points out that “for $40, a criminal can buy a keylogger that not

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Help!

In mid-size companies, everyone wears many hats and feel they could lower their stress level and be more effective with some help, so they hire “help” to perform tasks. This is a very inappropriate approach to growing a mid-size business, but it is a common carryover from past practices. More importantly, it conflicts with workforce

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Follow Up: Leaders Enable Others to Act — and Growth Follows

Kris Neal, CEO of Weldon Steel, was looking for ways to strengthen his team to better handle growth. He recognized that leadership is not necessarily something people inherently know, but is a series of learned behaviors that prepare people to lead organizations to improved performance and positive results. Motivated to prepare his team for change

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