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Author Archives: Tim James "Mr. Procedure"
Leadership, Part 5: The Third of the 7 Cs: Consensus Building
The third C on the path toward gaining a “followership” is Consensus Building. This may be the first “honest” step in the leadership progression, because it does not open the way for persons to be manipulated, as Crises and Compelling … Continue reading
Leadership, Part 4: The Second of the 7 Cs: Compelling Vision
The second of the seven Cs is similar to the first (Crisis), in that much depends on the follower believing the leader’s assessment of a situation. But of course it differs in that the air of urgency born of a … Continue reading
Leadership, Part 3: The First of the 7 Cs: CRISIS
We have in the last part discussed the leadership opportunity created by a Crisis. If someone fears for their survival, their livelihood, or any other facet of their future, they are more apt to seek out a leader that can … Continue reading
Leadership: A Structured Analysis in 7 Cs–Part 2
Think back twelve years to Sept. 10, 2001. As I was pondering the traits of effective leaders, this date was just slightly over two years earlier. For those of you living in the United States, the world was completely different … Continue reading
Leadership: A Structured Analysis in 7 Cs
After a considerable vacation from blogging, I have decided to return. Of course, the Word Press dashboard looks completely different so I will have to spend some time learning where everything is and everything went. I am still beating (or … Continue reading
Culture Change Simplified, Part 4 of 4: Eat Less, Exercise More
In this final installment, we discuss how to change a culture without dynamiting the whole operation. If an analysis of your organization’s culture suggests dynamite is warranted, read no further. Fortunately, the vast majority of organizations can successfully change. Conceptually, … Continue reading
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Culture Change Simplified–Part 3 of 4: Re-orienting Organizational Direction
In Part 2, we made the unsettling observation that the culture of the organization will–for better or for worse–dictate its destiny. Many years ago I worked in an organization that was “sole source” provider of its particular products. As a … Continue reading
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Culture Change Simplified–Part 2 of 4: Culture as Easy as A-B-C-D
Imagine yourself as a CEO (no, don’t visualize the corporate office, corporate jet or large paycheck). You come into an organization on your white horse (or white Mercedes) and declare that “we need to change the culture. We will become … Continue reading
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Mr. Procedure’s Culture Change Simplified–Part 1 of 4
A recent discussion was started on LinkedIn regarding culture change. The title of the discussion said it all: What does it take to change an ailing culture? Lots of effort and learning. Well, sure, effort and learning…but what needs to … Continue reading
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A Difference Between Policies and Procedures? — Part 2
(This is the sixth installment in my “Answers from LinkedIn” series. This is also the second part of a two-part response to an issue raised in a LinkedIn group I belong to. Please read the first part before reading this part, … Continue reading
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