Leaderscapes LLC Blog

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This blog is for leaders, managers, consultants, coaches — anyone interested in doing change better, whether personal, professional, or organizational.

Most of us, when asked, embrace the opportunity to change — but meaningful change is very hard to do. It’s hard to initiate the change, even harder to stay the course, hardest of all to make the change stick. It takes extraordinary effort to stop doing something in our comfort zone in order to start something difficult that would be good for us in the long run.

Here you'll find tips and info to help you understand, navigate and do change better.

Change and a 4-Letter Word: Help!

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My friend, Mike, toured a Toyota plant a 5-6 years ago. He remembers the group came upon a group of workers addressing a problem. The workers assigned to that task had a problem and had flipped on their "andon" light -- a signal they needed help. Other workers had come to help. When the problem was resolved, the helpful workers returned to their stations, the andon was set to its original "go" position, and work continued. Watching the scene, another man on the tour blurted, "That would never happen at my plant." Startled and curious, Mike asked, "What do you...
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Change and the Troublesome Employee, part 4

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What if that troublesome employee -- the one that pushes back, or wants to slow down, or needs every detail ironed out before moving ahead -- what if that employee was doing you a favor ? What if that employee wasn't an obstacle, but instead, a blessing? We can be quick to label the people who don't come on board with our vision right away. I say "we" because I've been there. Back when I was part of my company's lean team, we had strategy meetings about how to deal with specific individuals -- whether we should force them to...
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Change and the Troublesome Employee (part 1)

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Change requires focus, commitment, and a willingness to be uncomfortable. As leaders, it's our job to clear away obstacles to change. As much as we want people to trust us and go along with us, that isn't realistic for everyone. Some of us need more information, others want direct involvement in decisions. Others want to be heard , to know that their input is valued by their leader and their company. In my experience, most companies have at least one employee who they can count on to disagree with and be upset by any change that is introduced. I remember...
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