Tip #1 asks you to engage with change in the present. How? 👇
Despite our best intentions, it’s widely known that over 75% of new year’s resolutions fail by the second week of February.
While it’s hard enough to keep one’s own resolutions, advancing organizational change can be even more daunting. The very fundamentals of such work – securing effective sponsorship, supporting impacted employees, clearly articulating the finish line, etc. – are tricky to align and execute.
Tip #2 asks you to understand the relationship between effort and outcome. How? 👇
Tip #3 asks you to focus on generating and sustaining momentum. How? 👇
Tip #4 asks you to learn about the direct impact of change. How? 👇
Tip #5 asks you to make sure leaders can drive change the right way. How? 👇
Recently I attended the Women in Leadership panel at the American Manufacturing Summit. The panel included senior leaders from Caterpillar, Cummins, The Boeing Company, Kimberly-Clark Corporation, Philips, and Johnson & Johnson.The conversation focused on sharing personal experiences - both accomplishments and challenges - about being a woman and an executive in male-dominated industries.
Imagine this scene: Fade into a senior leadership team meeting, in progress:
"Wait, wait, wait! Didn't we already decide that we were moving forward with the design?" asked Heather.
Stefano jumped in, "I thought we agreed on what we were going to do, but we still need to talk through how we're going to do it."
"I remember having a conversation about it but not making a decision," replied Nanda.
"What are you talking about?" quipped Millie.
Sadly, this type of exchange happens too often within leadership teams*.
Recently ALULA's own Danielle Hochstein (Geissler), Ph.D., participated in a leadership roundtable at the American Biomanufacturing Summit in San Francisco, CA. The discussion focused on how to elevate female leaders, especially in male-dominated industries.
Conversation