One of the themes I’ve been exploring lately on my blog is how the way we work is changing. Not will change or might change, but currently in the process of changing to reflect new realities of today’s interconnected and globalized world. Perhaps the clearest indication of how much more change is coming our way comes from looking at what’s going on in the hallways of secondary and post-secondary educational institutions.

Over the course of the current academic year, I’ve had the privilege of serving as the chairman for the Governing Board at one of the regional high schools and this role has provided me with the opportunity to observe and become more familiar with some of the communication behaviours found in today’s teenage populace.

While the educators are grappling with how to adjust school regulations and code of conduct rules to better reflect and serve the needs of their students in this new social dynamic, these changes provide some fascinating and important revelations about how much things are changing in how we communicate – and will soon communicate – not just in our schools, but in our workplaces as well. Click here to continue reading »”Are You Ready For The Changes In How We Communicate?”

If there’s one thing business leaders and thinkers can agree on, it’s that the way we work is changing. Thanks to a combination of technological advances, emerging global markets and demographic shifts, both the kind of work we’ll do – and how we’ll do it – is undergoing a radical transformation to better mirror the needs and demands of today’s global economy.

In a previous piece, I wrote about how the rise in employee disengagement in today’s workplaces is in part due to a disconnect between what we do and what we’re passionate about. Another key factor for the current decline in employee morale and motivation stems from the growing reality that the way we work is no longer in sync with the realities of today’s world.

Certainly, there can be little doubt that we now live in a information-driven economy that not only runs 24/7, but which sees us having to anticipate, grapple and adjust to changes that happen half a world away. And yet, so many organizations continue to lean on Industrial Age approaches – where desks are congregated like a modern day assembly line and work hours are measured to determine productivity and compensation levels.

Most organizations and their leaders do this because it’s the way we expect organizations to run, without taking into consideration Click here to continue reading »”Changing The Way We Work For Today’s World”

When it comes to movies, TV shows, and novels, it’s usually pretty obvious who the hero of the story is. But what about in your organization’s story? Do you recognize who plays the role of the hero for your organization? That was the focus of my previous piece, which I’m grateful to see received a lot of attention and enthusiasm from the readers of this blog.

As I read the comments and responses to this piece, I began to wonder about something. If we understand that our employees are the heroes of our organization’s story, why then do so many employees feel disengaged at work? Why is there a persisting lack of meaning or purpose connected to the efforts and contributions made by those we lead?

Of course, the easy answer to such a question is to simply cast blame on an aloof or uncaring leadership; of organizations being run simply to cater to the whims and self-interests of those on top at the expense of those on the lower rungs. Certainly, the public revelations made about how Goldman Sachs has devolved from a focus of serving their clients to a more self-serving one would seem to support this.

And yet, a more realistic view of today’s organizations reveals that such leadership and cultural attitudes tend to be more the exception than the norm. When it comes to demonstrating that your employees are the heroes in your organization’s story, the disconnect we’re seeing here Click here to continue reading »”How Are You Helping Your Employees To Be Your Organization’s Heroes?”

When it comes to storytelling in business, the most commonly used story archetype is that of the hero and their quest. Essentially, these stories involve a protagonist whose normal life is disrupted by some external change and subsequently goes on a journey in an attempt to resolve or improve the situation.

As the story progresses, the hero seeks the help of a guide or mentor to help them overcome the various obstacles in their path while keeping them on track to reaching their destination. By the end of their quest, the hero not only attains an outcome which serves to improve things, but they also realize that they’ve been transformed as a result of their adventure, having gained a greater understanding of themselves and the nature of their journey.

It’s not too surprising that this particular story archetype is often used in business to communicate ideas or a new vision as it serves to reinforce our perception of leadership. Namely, how leaders address the challenges that stand in the way of their organization’s success by taking their team on a journey defined by their vision or plans for change.

Also, given the fact that it’s the decisions and choices made by those in leadership positions which ultimately determines whether an organization will be successful or not, it’s only natural that we view leaders as playing the role of the hero in an organization’s story. And yet, a closer examination of the hero’s story described above reveals that the real hero Click here to continue reading »”Identifying The Real Hero In Your Organization’s Story”