Sandler Training - October 2018


its own. The more you teach someone, the higher the potential for dependency. That dependency turns lethal when the student never leaves their learned role and has to consistently report to you or ask questions they are perfectly capable of finding answers to themselves. Coaching your employees is an essential aspect of leadership, but that doesn’t mean leaders are made to function in a supervisory role and dictate their teammates’ every action. It’s pivotal to help others find their way to independence; otherwise, they develop what we like to call “learned helplessness.” It’s important to understand that learned helplessness is precisely that: learned . Behind every dependent employee is a leader who failed to inspire them to learn the self-sufficiency they desperately crave and deserve. More often than not, it’s because the leader is either not abiding by core values or simply has not established them. You have to ask yourself if there is a moral dilemma here or just a need for additional planning. Inserting yourself into a moral equation complicates the question because morality is subjective. Yet without knowing what is right for you or what is right for me, companies sometimes inadvertently create core values that leave no room for discourse and growth. Are you true to your core values in your daily business? Are you proud of what you are? Are you proud of who you are?

Reach out to our team today if you’re interested in seeing our worksheet on the theory of constraints; it’s an excellent tool to use while confronting the mirror in front of you. Don’t let a mask ambush your long-term intentions and the success that you are capable of. –Jim Stephens


Going through a change in leadership is always a significant undertaking for any business. It presents a moment of high volatility for the company and its workers. But just because organizational change is difficult doesn’t mean it can’t go smoothly and make the company better. These four strategies will help you approach organizational change in a way that sets your business up for long-term success. 1. Identify the underlying issues that have created or exacerbated the current problems. This analysis can highlight what needs to be addressed immediately and areas where you can work to avoid unnecessary complications. 2. Calculate the resources needed to produce lasting change. Focus on questions concerning expected resistance as well as

how much of that tension can be avoided. From here, you can highlight whose cooperation is essential to making sure the implemented changes succeed. 3. Select a strategy that is consistent with your company’s priorities and core values. Consistency in an organization can remove much of the resistance to change by merely

controlling implementation strategy and keeping track of the unexpected. If you can expect that something will eventually occur and are carefully monitoring the process of change, you can recognize the issue and proactively address it.

We use the Devine Inventory method as a starting point when

approaching large-scale changes. To learn more

highlighting the continuity of your procedures and values within the shift. 4. For change to be successful, it must be monitored and measured. A business’s leadership spends a majority of their effort during organizational shifts

about how this strategy works and how we can help with organizational

overhauls, reach out to us today. Making sure that an adjustment like this goes well is crucial to the success of your company, and we want to help.


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