How involved do you want people to be?

When you next need to get input or contributions from people, or you need to consult with a team on something, think first: how involved do you want people to be? 

This really is the question - just how deeply involved?

It can get messy if you think one thing and they think another. 

This quick video outlines a depth of involvement and participation. Go on, get into it. 

 For further information, read up on the IAP2 process here

How to engage people in change & transformation

How to engage people in change & transformation from Lynne Cazaly on Vimeo.

When change is on the agenda - and it so often is in today's workplaces - be sure you've got engaging tools to help people buy into the change and transformation that's coming. 

Avoid ambiguity and complication. Hey, you might love working down in the detail because you're involved in the piece of work, but that doesn't mean others across the organisation are that 'into' you or the change!

Check out this week's sketch video to move beyond a 'pack' of information!

Leading Corporate Transformation

To lead organisations through significant change and transformation, you need broader and deeper thinking, and use more than emotion alone - so said Hans-Ulrich Maerki, former Chairman and General Manager of IBM in Europe.

He gave a presentation last week on how to lead transformative change.

He also referred to the book of Louise V Gerstner Jnr, former IBM Chairman and CEO : 'Who says elephants can't dance' which details how the fortunes of IBM were turned around. 

Above all he asked 'how closely are we living up to the values' of the organisation. 
 
My visualisation of his 20 minute presentation is this week's sip of information distilled from a presentation.