Category Archives: Uncategorized

My experience stepping into leadership took place in 1989. Funny, because I had actually been the “lead person” in the analytical chemistry lab for three years prior. I never really embraced it as a leadership position, ironically, which likely limited … Continue reading →

In the previous seven posts, I laid out a progression of leadership, with the understanding that the fundamental need for any leader is a group of people willing to follow. At one end, an individual through a crisis or through … Continue reading →

The quote is attributed to the English historian and writer, Lord Acton, in a letter he wrote in 1887: The tendency is for power to corrupt, and for absolute power to corrupt absolutely.  The final step in the progression occurs when a leader’s consuming … Continue reading →

The sixth level in the progression, Compensation (or Consideration in Kind), involves the leader promising and delivering rewards to his supporters in exchange for their loyalty. This method of establishing followers is rampant across both the political spectrum and in … Continue reading →

(Note: according to WordPress, this is the 100th post at mrprocedure.com. I guess my reward for reaching 100 posts is to begin work on the next 100. It was pure coincidence that my 100th post would occur during a presentation … Continue reading →

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 →

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 →

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 →

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 →

(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 →