New Year’s Resolutions are often the bane of people’s existence: they set some goals, have great intentions, but don’t gain traction. I often work with clients to set strategic personal and business goals and put in place the mechanisms and
I was meeting with the CEO of a very successful publicly listed Company, who said he’d taken about 15 months to turn the culture of his business around from bureaucratic to collaborative.
It’s a big company and he had a big job to do, but when I work with organisations and leaders, we aim to turn the direction of organisational cultures around within 3-6 months – quicker if we have the necessary qualitative data and conditions (most quantitative data is often shallow and insufficient to the cultural change process – it’s over-rated).
The keys to these turnarounds are:
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Bella at Onlinembatoday.com suggested I post a link to their infographic on famous failures who became successes. It’s a good one, so here goes:
Keep Me Accountable™ is here! If you’re like the vast majority of the world, it’s challenging to keep on top of the behaviours that will make a difference in your life. My clients needed a new way to help them track
As we determined where and how they needed to change through our strategic consulting and coaching, my high level clients needed a tool that could help drive them towards higher performance in their lives, their work and their businesses every
Maintaining accountability for all the important things you have to do every day is one of the most challenging facets of improving your performance – and for those around you. We know that all of the strategies, plans and improvements we
You’ve seen it before: the boss invites feedback and an ‘open dialogue’ and as soon as someone shows individuality or is overly assertive or says they don’t like an idea, then that person is labelled ‘not a team player’, or
I can guarantee you: you are underrating your own gifts and talents. The vast majority of people whom I meet underrate their own gifts and talents. I see it reflected in the many works and conversations surrounding people’s thinking about their
A client was talking with me about how his previous business had gone under. Three years ago, he had asked me for a proposal to work with him and his company to improve their management and organisational performance. I developed