Using Kotter and Schein to assess culture in a large organisation in practice. How can you assess the corporate culture of an organisation using Shein’s Iceberg Theory and Kotter’s Cultural Alignment Theory. The second post on assessing organisational culture.
Using Kotter’s Culture vs Performance assessment theory in practice to assess the quality and alignment of culture to strategy in a large organisation. Pugh, Lawrence and Lorsch, and Kotter
Ever have to fire someone before? Wondering what is the best way to fire someone? My own experiences of hiring the wrong person for a job and having to fire them at short notice. Learn from my mistakes to do it better yourself.
How do we learn from our mistakes to come back stronger? This is especially important for the entrepreneur, who takes risks and faces setbacks. The ones who learn from their mistakes are the ones most likely to succeed.
Reflecting on past events is an essential link between past action and more effective future action. The harder the decisions we make, the more difficult the process of reflecting becomes. We’ve all encountered people who appear to stumble along, oblivious to the lessons of the past, continuously making the same mistakes, repeating them again and again. This is a good example of those who fail to learn.
Ever had to deal with a difficult employee? Have to have a difficult conversation with a difficult employee? How do you have a ‘courageous conversation’ with a difficult member of staff and get your point across successfully? Step-by-step guidance for any manager to conduct a courageous conversations and deal with a difficult employee
Applying motivational theory in the real world. Applying Herzberg’s dual factor theory in practice. Examples of motivational theory in practice. How to motivate staff so they perform better and produce more
How to be a successful manager and the what’s the difference between an effective and a successful manager according to Fred Luthans? Successful vs effective. So you can be the best manager you can be