Moss, trees, and root cause

Have you ever really looked at moss? Many years ago, my mother and I went to a botanical garden where all the “lawns” were moss. (How many years ago? Somewhere around here, I have the VHS video cassette from that garden, promoting the concept of moss lawns!) I could argue that moss wants more shade than most lawns, and that it’s …

Yes, you can’t anticipate the unexpected

Storms rolled through in the wee hours of Sunday morning. My husband had been up earlier, tracking the progress of tornadoes touching down only miles from us, ready to wake me, the dog, and the cat, and get us all down to the basement. He went back to sleep; I woke up a bit later when the power went out …

Do you “best practice”?

This may be somewhat controversial, but so-called “best practices” are often more like “somewhat effective ways of doing things.” And all too often, “best practice” is just another term for a blueprint or template. I am not a fan of blueprints and templates. (If you follow me on LinkedIn, you’ve probably noticed that.) I’m not saying that there aren’t better, and …

The power of Fuzzy Goals

Whether personally or professionally, we’re creating change all the time. Sometimes it’s on purpose. Sometimes it’s by default or by accident. Sometimes it’s because it’s been imposed upon us from outside of our control. But it’s happening all the time. There’s a lot (a lot!) we can do to get better at change, whether it’s a choice or it’s external. One …

What “change” is – really

Change is a reaction. Or perhaps I should say: the decision to change is a reaction. A reaction to … something. That “something” could be any number of things: significant economic or market factors, a leader’s insecurity and / or “shiny object syndrome,” a perception of new opportunities, unhealthy cultural shifts, and so on. On a personal level, it could be …

I don’t like change. (Wait. What?)

Was that a clickbait title? The thing is, I generally don’t like change. Just ask my husband; he’ll vouch for the truth of that statement. And that’s probably why I’ve studied change, learning how people react and / or respond to change, in order, in part at least, to understand my own reactions and manage them better. I look at …

Is help hiding in plain sight?

A potential change ally might be right in front of you. Perfect example: I was talking with someone who was supporting much-needed change within her organization. The change was mandated (for good reason) from senior leadership; she’s not directly responsible, but she does have influence. We spent a little time talking about the people actively resisting the change, and why …

A New Model for Change

I’ve often said that I’m not a fan of models and blueprints. And yet, despite that fact, I’m here to write about a model of change. Why? Because this isn’t a model of how to do change. It’s a model of the factors that impact change, regardless of what type of change it is, and regardless of whether or not it succeeds. …

What do you celebrate?

I don’t mean holidays. I don’t mean your birthday (or someone else’s). I don’t even mean milestones. I mean the small steps on a project. The shifts in perspective about a change. The ways in which your team supports each other. It’s way too easy to plow onward with the ever-growing to-do list, the endless projects, and, of course, the …

There’s nothing “soft” about this

Many of the skills I teach could be lumped into so-called “soft” skills. But there’s nothing “soft” about the impact of change on people – the people we lead, the people we work with, the people we live with. Change is hard. And when it’s change coming from outside the organization, without even the minimal control we might have professionally, it’s …