The more we experiment with the notion of shared leadership the more benefits we see. So much so that we are considering applying a shared leadership approach across other roles at Joyous in time.
In times of change, people look to strong leaders to provide guidance and assurance. Sending out your message of hope and confidence in the change provides a narrative that others can help to continue.
Whatever you do, ensure you have some way of encouraging staff to speak up, rather than speaking in the shadows. Change dissent is an opportunity to turn doubters into supporters: if everyone embraces it.
For most people, uncertainty elicits an emotional response - and times of organizational change, similar to changing your employer, can be some of the most uncertain experiences in our working careers.
People don’t necessarily get tired of giving feedback. They do get tired of their feedback being sucked into a vacuum, never to be seen again. When people own their feedback and are active in its resolution, they have proof of its value and are more likely to speak up in the future.
Organizations that use the ADKAR conversation set as a base for conversations about change believe that involving everyone - even from an early stage - will help people to feel more comfortable. It also allows the organization to tap into *everyone's* knowledge and ideas, which helps ensure change success.
Change is inevitable in organizations. To make sure transformation projects succeed, give your people the tools and guidance to have positive, productive conversations about change.
Only one in four people working in tech in NZ are women. I keep seeing technology businesses struggling to fix their gender diversity, but fighting over a limited pool of female tech folk to correct optics is achieving little. We need to dig deeper.
I set out on a mission to create an exceptional benefit for parents. I declared my intention to our leadership team. Not just an exceptional benefit for our parents. One that we could open source and encourage others to adopt for their future parents too. So we put our heads together and this is what we came up with.
Moving to agile in a large organisation can be a difficult shift. However, there are a few things you can do to make the process smoother.
Joyous is a feedback tool designed for regular, attributed conversations. Using Joyous in an agile context underpins the basic principles of collaboration and timely feedback, and helps to reinforce the trust equation.
The journey to Agile can be so fragile that you run the risk of actually seeing a decrease in productivity, and therefore even less value delivered to your customers than before.