A study I read a few years back has always stuck in my mind. It was conducted by a US University (apologies for not remembering which), and the purpose of the study was to evaluate the ability of lecturers to engage students and better understand how they engaged their students.
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There is no doubt that Qantas’ CEO, Alan Joyce, and its board will be watching the results of the airline closely over the next few months. In my experience from a change perspective, courageous decisions by leaders are all too lacking in the current business environment. And, whether you agree with the decision to ground the airline or not, there can be little disagreement that this was indeed a courageous decision.
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People fear the words restructure or reorganisation. I like the analogy Ron Ashkenas uses when he says that reorganisation or corporate restructuring is often perceived as musical chairs by people in the workplace, with the end result being less people!
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Today, I’d like to take a look at how to manage internal candidates when they’ve been unsuccessful in their application for an advertised position within the organisation, and how to prevent them from becoming disengaged and a distraction to your business operations.
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Enlightened managers recognise that to get the best people for a position they must consider all possible candidates, both internal to the company and external. Internal candidates, at first glance, can look like the ideal candidate, but commonly, they carry a lot of baggage...
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It was recently suggested to me that I am a hairdresser. Apparently as a change manager it is my role to come in at the end and make things look nice. Well there may be change managers out there who work that way, but it’s not me, and not the way that my Mindset colleagues work either.
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As news reports poured in that Samantha Stosur had beaten US powerhouse and 27-time Grand Slam winner, Serena Williams, and won the first Grand Slam title by an Australian woman in 31 years, I was struck by how much her victory was (as with most sport) more a win of Mindset than physical ability.
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As the Australian distributor of the Prevue Assessment System, Mindset not only recommends psychometric profiling and personality tests as a tool for our clients; we use it as an integral part of our sourcing and selection activities.
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According to Carol S. Dweck, Ph.D., in her recent book Mindset, an individual with a Fixed Mindset struggles with failure and, to a degree, anything that presents a challenge and/or possibility of failure. Conversely, an individual with a Growth Mindset tends to enjoy a challenge because they love learning and understand that any failure is the pathway to improvement and ultimately, growth.
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Last week I received a call from prospective client who was struggling with a high staff turnover. He pleaded with me to help him stem the outflow. He is a small manufacturer that sells his products largely through distributors. I arranged to visit his offices in the Eastern suburbs the next day.
Continue Reading...View Comments (4)The Mindset Group enables organisations to execute their business strategy through the proper enablement and alignment of their people, processes and technology platforms.
