Mae West famously suggested that it’s not the ‘men in your life’ you need to worry about so much as ‘the life in your men; and as the celebration of another birthday reminds me that more of my life is behind than in front of me, I feel I’d be wise to focus on ‘the life left in my years’ rather than the ‘years left in my life’. And so, I turn to George Valliant for advice…
Fascinating research on group performance suggests two key things:That the collective intelligence of a group is more than the sum of its parts and that the presence of women in a group is key to high collective intelligence
Given this is it surprising the extent to which organizations struggle with the concept of change in organizations. Myths abound. Working with organizations I constantly hear the refrain ‘people don’t like change’ and ‘change is hard’. Neither of these statements are necessarily true, as we see below. What is true is that the way we understand organizations, understand change, and go about achieving change can make the job much harder than it need be.
Leaders and managers are increasingly expected to introduce changes in work practices, routines and structures as part of their management role. Myths abound about the challenges of doing this. Here we lay five to rest.