Strategic Agility: Adapting to Now & Next

What is Strategic Agility? There’s ample evidence that, no matter how much analysis and planning is done, strategic planning is inherently flawed, quickly out of date, and rendered ineffective due to slow and incomplete execution. This post gives examples as well as an overview of three consultant perspectives highlighting principles of strategic agility and execution including tactical choices for competitive advantage.

Goals: The Finish Line and Beyond

Are your goals strategic? This is the third of three posts in the MCG series focused on the goal stage, after “membership” and “control.” At this stage, teams are fully fit and ready to act, if there is a commonly understood goal and a plan to achieve it. As some leaders struggle in defining clear and strategic goals, tools and approaches are offered.

Control Issues in Teams: How Do You Take Charge?

People don’t resist changes, they resist being controlled… The second of of the MCG series in helping leaders and teams develop skill in order to meet changing goals. Also includes “change AND die,” the Leadership Control model, and “resistance is a resource” references.

3 Steps to Grow Team Performance: Membership, Control, Goal

ANYTIME a functioning group changes in membership including when it forms, status and or role questions arise.  If someone leaves the group, roles shift, the group churns. Small groups are often microcosms of the organization and reflect organizational health in the way they form, grow, perform (or don’t), ebb and end. This post is about howContinue reading “3 Steps to Grow Team Performance: Membership, Control, Goal”

During Crises & Crunch, What Matters? The Power of the Story

Budget decisions define organizations, sometimes in new ways. Peter Drucker once stated, “Only three things happen naturally in organizations – friction, confusion and underperformance. Everything else requires leaderhip.” Questions that may arise during budget reductions are compared to the classic 7S structure model along with examples. Paul Harvey’s passing is also noted with a quote. –DN

Talent Management Choices: Who is the Star, the Individual or the Organization?

An original longer article citing two approaches: Talent Management Choices: Who is the Star, the Individual or the Organization? Used to launch my first blog at the University of Michigan. Still relevant in helping you build an appropriate talent management choice today. Also see my October 2010 post entitled: The Pervasive Talent and Blank Slate Myths Meet Potential and Capacity Coaching.