Best Practices

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How to Change an Organization Without Blowing It Up

Too often, organizational change occurs all at once, on a large scale, and often in response to crisis. Yet we know from a great deal of experience that such transformation attempts often fail, fostering employee discontent and producing mediocre solutions with little lasting impact.

Continuously pursuing smaller-scale changes — and weaving them together — offers a practical middle path between large-scale transformation and small-scale pilot projects

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The Benefits of a Coaching Culture

The practice of coaching as a tool for work force and leadership development has gained popularity in recent years. In theory, coaching asks supervisors to spend more time giving constructive, individualized feedback on performance to subordinates, rather than barking orders and sending their troops to boot-camp training programs.

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The Strategic Communication Imperative

Companies that continue to take a tactical, short-term approach to communicating with key constituencies will find it increasingly difficult to compete. Developing an integrated, strategic approach to communications will be critical to success.

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The Hidden Costs of Organizational Dishonesty

When companies act dishonestly, the psychological costs outweigh any short-term gains. Dishonesty ultimately decreases repeat business and increases worker turnover and employee theft. Degradation of a company’s reputation, adverse effects on employee values and increased surveillance of workers through expensive new systems eat at an organization’s health. The authors offer proof that honesty is still the best policy.

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