In a previous blog, I wrote about why you should transform your organization into a network organization and promised to write about how to lead that transformation.Continue reading “Leading Towards a Network Organization”
A network organization is resilient and sustainable.
One of the largest barriers in several organizations is that many managers still tend to think using hierarchical paradigms. Targets, management on result, and control remain the magic words. Let alone the traditionalists with their “I am the boss and I know what needs to be done” attitude.Continue reading “Community Management”
Common mistakes when wanting to change organizational culture are: thinking that publishing a code of conduct is enough; explaining and coercing; only doing a communication campaign with posters, etc.; and giving employees a (communication) training or a team-building session.Continue reading “Choose Change!”
One of the challenges you as leader are faced with is getting changes done in your organization. Especially influencing organizational culture, which is an arduous task, and many an attempt fails to bring about the desired cultural change. So why is that? And more importantly: how can you influence your coworkers in such a way that you increase the probability the desired changes are actually effectuated?Continue reading “Who Changes?”
Written in collaboration with Ellen Sebregts
At long last, focused attention for Mastery, Autonomy and Connection!
Do you know what’s so great? For years we’ve been writing about the three needs which when fulfilled make a person happy – at home and even more so at work: Mastery, Autonomy, and Connection. It’s so simple. Yet not easy. That’s why many organizations who have understood this message realize how difficult it is to truly live up to this challenge and appoint a Chief Happiness Officer.
A hype? Rubbish? We think not.Continue reading “Long Live the Chief Happiness Officer”