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Inspire personal accountability, is another notion from Anderson and Feltenstein. They argue something magical happens when we accept personal responsibility for our behavior and our results. This means recognizing problems as opportunities. Do you face opportunities?
They say celebrate success! We don't do this nearly enough. Michael LeBoeuf says, "the greatest management principle in the world is 'the things that get rewarded and appreciated get done.'" Do we reward and appreciate the right things? If not, what should we do?
Anderson and Feltenstein say fostering teamwork is critical in times of change and the key element in teamwork is trust. Teamwork is the ability to work together toward a common vision. Are you working with your team?
They also argue that change takes time to root and mistakes will happen along the way. We must have patience and be supportive in order to enjoy the rewards. Are you?
Another step in the change process is to measure results. We collect a lot of data! What gets measured gets improved, says Peter Drucker. Are we measuring the right things?
Set the stage for innovation says Anderson and Feltenstein. Collect a lot of ideas along the way. We must have a climate that rewards risk and creative effort. Innovation requires a system, a culture, leadership and an allocation of resources. Do we have these as priorities?
More to come...
Partnerships and Collaboration
7 years ago
1 comment:
How do you measure "unique" services or products? Are the results we are looking for really unique? Let's work together to more effectively measure and articulate the results of our important work. Failing to do so allows the sceptics to dismiss the impacts we are having without a relevant rebuttal.
While we're at it, let's look at how we define our "team". After many years of operations, are we able to look beyond our agency boundaries and begin to see ourselves as viable, vital parts of the University of Tennessee in addition to advocates of our customers?
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