Tag: Leadership Accountability

How To Unleash Your Creativity

by Bright Osadiaye, posted in BriSights, Health & Well-Being, Leadership, Management, Personal Development, Workplace Learning
Photo by Kampus Production on Pexels.com

‘Your true light will always shine to others, if you allow them to see you for who you really are.’

‘When out and about, keep alert and be ready to notice the little things around and the strangers to say hello to.’

‘Go out of your way to speak to someone that brings a sense of comfort, warmth, or trust.’

‘Be open to how your messages come, where they come from, and who or what is delivering them.’

‘Once we stop trying to lock ourselves into just one interests, the magic begins.’

‘Surround yourself with team members that both respect each other and balance each other out.’

‘Learn to appreciate the journey because in the end, that is the only thing that matters.’

‘Have your top want for the day, week, or year to stay top of mind and ready to share with whomever will listen.’

‘Sometimes, an unexpected turn of events leads you to an unhappy place and becomes the trigger for internal reflection. In time, tears turn to joy and suddenly you find your inner star.’

‘An open mind is the perfect receiver of great ideas, so avoid clouding your judgment with thoughts of impossibilities, fear, doubt, and impatience.’

‘If you can do the grunt work, you’re halfway there.’

Source

Nova Lorraine (2021). Unleash Your Supernova: 101 Action Steps to Boost Creativity and Beat Burnout!

How To Make Your Reorganization Work For You

by Bright Osadiaye, posted in BriSights, Health & Well-Being, Leadership, Management, Personal Development, Workplace Learning
Photo by Diva Plavalaguna on Pexels.com

‘Question whether the reorganization is worth doing at all: are the benefits worth the costs (including the human cost) and risks?’

‘You should expect your reorganization to take longer if the organization is bigger, if you plan to bring in a lot of external talent to fill roles, or if you operate in countries with more legal requirements.’

‘Make a wider announcement to the organization, focused on what is happening, why, how long it will take, and when they will hear more.’

‘In reality, paper plans never work out exactly the way you intend. Do not think your reorg will be perfect (it never is), and be prepared to make course corrections.’

‘Start by defining the elements of the current organization that you want to test, with input from experts across the organization.’

‘Make sure that you understand the drivers of performance gaps– in particular, the activities that drive people costs.’

‘Determine the most powerful way of sharing the findings of your diagnostic with the leadership of the company (e.g., through a gallary walk rather than a straightforward presentation.’

‘Remember to focus on people and processes as much as, or more than, structure.’

‘Decide whether you should take a top-down or bottom-up approach to reorganization.’

‘Use the collective wisdom in your organization. You should hold brainstorming meetings with the staff closest to the action to generate ideas for improvements.’

‘Decide how you want to implement the changes: e.g., layer by layer, function by function, or all at once.’

Source

Stephen Heidari-Robinson and Suzanne Heywood (2016). Reorg: How to Get it Right