On today’s show, we discuss the pace of change in organizations and the impact it is having on leaders.
Julie Noonan believes in unapologetic authenticity, candor, integrity and humor. She will tell you the TRUTH, even if it stings. Her strengths include:
- Genuine love of people in all their messiness
- Talent for idea-generation that helps her clients expand their thinking and innovate
- Keen focus on maximizing the talents of others
- Ability to recognize the inherent connections between concepts, disciplines, ideas and people to create better solutions
- Firm belief in creating real relationships with clients to “meet the need beneath the need”
- Intuition to “feel” the culture and energy in an organization to guide adjustments needed to better align with mission
- Formidable ability to confidently, and tactfully, call “BS”, speaking truth to power
- Stubborn resilience in the face of failure
- Determination to continue learning and growing
Julie has years of executive-level experience in consulting in both the private and public sectors, as well as years of experience as a corporate employee. She has spent her career coaching leaders at all levels in many industries and through many challenges – both professional and personal.
- One important concept in today’s workplace to keep in mind is that we are in the last years of the boomer generation in the workplace. They will naturally be nervous about becoming obsolete at the end of their working years due to the changes brought on by the newer generations. Great leaders will maximize their value as long as possible.
- Change impacts different generations differently. Boomers have initiated change most of their careers, and now they are more often the recipients of change. They are staying in the workplace longer, often retiring and then starting their own businesses or consulting because they are driven to contribute. Millennials tend to be more confident and collaborative, embracing change. Appreciating the value of each generation will lead to the greatest success.
- For a successful change, involve influencers in the local office in initial testing and place them physically near those employees that you expect to struggle.
- Allowing enough time for adoption of the change will save the company money over an unadopted change. Impatient leaders need to remind themselves that they knew about the change long before the employees. The employees need time to process the change as well. Educating them and answering questions will be a big key to success.
- Sponsors should be well-regarded, influential, and be able to make big-ticket decisions.
- First time sponsors – get help. Find an experienced change manager or a coach to help you get through the tough spots.
- Great project managers can convey the project status to sponsors and committee meeting members in a simple way, but not be insulting.
- Business analysts are valuable to consult with in the beginning to understand the concerns of the group early on.
Top 3 Takeaways:
- Reverse mentoring. Putting boomers and millennials together brings out the best in both employees. The boomers can help develop the millennials in the company, and the millennials can help the boomers with current trends so they can stay relevant in the remaining years of their careers.
- Coaching is not just for leadership development. It’s for any person in their career where they might need an extra set of ears or an objective viewpoint to help them through something that is blocking them from moving forward or being the best leader they can be. Check with your HR department to see if hiring coaches is an option or hire a coach from your own personal funds to improve your career.
- Get change management involved as early as possible, even during the initial contemplation phase of a big change.
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