Inward Blog

Viewing entries tagged with 'change management'

Chick HERE to see what we have learned over 19 years


It was 19 years ago that we first started building our own brand identity. At the time, many companies were conducting large-scale process redesign and reengineering programs. Reportedly, close to 50% of those programs were failing, and 80% of the credit was given to reasons related to company culture clashes. Our thinking? What could we do to help organizations deal with enterprise change, culture realignment and internal branding?

Posted by Allan Steinmetz at 1:00am

, , , , ,

Managing Change Through Strategic Internal Communications

In today’s constantly changing global environment, companies that anticipate these shifts have a distinct advantage over competitors. For instance, dietary preferences have shifted away from processed fast foods towards organic and locally sourced options. Big box retailers have seen their shoppers migrate to the Internet, and have had to adjust their inventory model, online/social presence, and delivery systems. Additionally, companies in almost every industry are experiencing mergers and acquisitions to gain competitive advantages of size and scope within their fields. In order to prepare employees for this constant change, companies must rely on strategic internal communications to establish clarity, alignment, and engagement. A recent post on CEB Global, entitled “Why Internal Communicators Should Prioritize Change Communication” discusses this idea.

Posted by Matt Manning at 11:00am

, , ,

“The Times They Are A Changing”, Especially In Internal Communications

I recently had the opportunity to attend a very informative event held by the Boston chapter of the International Association of Business Communicators. It was a panel discussion called “Internal Communications In Times of Change”, where HR, marketing, and communications professionals from a variety of industries came together to discuss trends in internal corporate communications and participate in an open Q+A session.

Posted by Matt Manning at 9:00am

, ,

Change For The Sake Of Change Is Not The Best Strategy

Whenever a new executive comes into an organization, the natural inclination is to change strategies, brand positioning, or just executional direction. Often this change is made without regard to the level of engagement around the current efforts, or the momentum that may exist in the organization. Now don’t get me wrong! The power to change is the power to grow. John F. Kennedy once said, “Change is the law of life. And those who look only to the past or present are certain to miss the future.” But change for change’s sake can be more damaging to your efforts towards creating an engaged and inspired workforce than no change at all. Some leaders change things they shouldn’t change and don’t change those they should. John Luke Jr., Chairman and CEO of global packaging giant, MeadWestvaco, said 'Change simply for the sake of change is an abdication of leadership'.

Posted by Rick DeMarco at 11:00am

, , ,

Do you want to improve internal buy-in for major change initiatives? Start socializing your ideas internally.

I often get asked the question, "What is the biggest obstacle for gaining acceptance for internal change?” The answer is simple. Socialize your ideas and let your colleagues contribute to the outcome.

Posted by Allan Steinmetz at 11:00am

, , , ,

If It Feels Good, Do It! Passionately!

Can you think of a job or task that you have performed in the past for which you had no passion or commitment?  Something that you were ordered to do by a superior or even a parent and that you did simply out of compliance or obedience?  How was that different from a job in which you were passionate about what you were doing?  When someone is passionate about a task or job, they are much more willing to go the extra mile and become fully engaged and committed.  Effective leaders understand that they may have the ability to order someone to do something, but they will never gain total commitment until that person shares the same values, passion, and vision as the leader.  Stan Slap wrote a book called “Bury Your Heart in Conference Room B”.  The title intrigued me so I picked up a copy.  Stan builds the case that a leader can buy temporary loyalty from an employee with stock options, bonuses, reward and recognition programs, or even equity in the company.  But they will never capture their heart until that employee feels like they can live out their values on the job.  And that commonality of values and beliefs drives a common passion that results in a strong culture of employee engagement and team alignment. [Read more...]

Posted by Rick DeMarco at 11:00am

, , , ,

Rome wasn’t built in a day…and why it matters

There is an old saying, “Rome was not built in a day”. It took patience, tenacity, cooperation, a well thought-out plan, passion (and probably some back braking slave labor). History shows it took a cross- functional team to make the magnificence of Rome shine. It was not simply about the Emperor and what he envisioned, it was also about the parliamentary procedures, having an Army and the funding that made it happen. Cooperation. Shared purpose. Clarity of purpose. And vision. [Read more...]

Posted by Allan Steinmetz at 11:00am

, , ,

Leadership Has Nothing to do with a Title

When I deliver workshops or keynotes on the behavior of effective leaders, I often look across the room and watch people nodding their heads in agreement and then commenting about how much better things would be if their boss would just shape up.  Although it’s great to see the agreement with these principles of effective leadership that drive team alignment, here’s the problem.  Leadership has nothing to do with title or position and everything to do with behavior.  Remember, this blog is about effective leadership and employee engagement, not about organizational structure, which is clearly defined by title and position. 

Posted by Rick DeMarco at 11:00am

, , , , , ,

Basketball great John Wooden on leadership

John Wooden was an American basketball player and coach. Nicknamed the "Wizard of Westwood," as head coach at UCLA he won ten NCAA national championships in a 12-year period, including an unprecedented seven in a row. An old colleague/friend of mine Ralph Cutcher sent me an email reminiscing about the March Madness season. It got him thinking about John Wooden, who was a favorite leader of his when he was one of the most winningest coaches for UCLA. Wooden was famous for his quotes. Ralph’s favorite,  "Things turn out best for those who make the best of how things turn out", says it all. It's a great “attitude adjuster”. Ralph went on to list a series of quotes that are attributed to John wooden which I found to be quite fascinating. I asked if it would be okay for me to share them on our blog for inspiration and contemplation and he agreed. So here they are:

Posted by Allan Steinmetz at 11:00am

, , , , , , ,