Michael Fullan begins his discussion of Leading in a Culture of Change by stating that the more complex society gets, the more sophisticated leadership must become. Moral purpose means acting with the intention of making a positive difference in the lives of employees, customer, and society as a whole.
Fullan has discovered in his research that the single factor common to every successful change initiative is that relationships improve. In the Arlington Admininistrative PLC, knowledge building starts with analyzing data, both result data and cause data.
Effective leaders help faculties to make sense of the inevitable "messiness" that accompanies all change. Tip: To turn text into a link, highlight the text, then click on a page or file from the list above.
June 14, 2015 By Eric Svendsen 1 Comment Over the past several weeks we’ve been following the theme of how to lead safety-culture change more effectively. There’s one final area I want to cover on this; and that is, How does all of this tie into a recognized change methodology? One of the most widely recognized change models used in businesses today is the one developed by John Kotter (Harvard Business School) who wrote a book on this titled,  Leading Change.  In his book, Kotter suggests eight steps for leading change effectively.
The primary reason for creating a sense of urgency is to counter the inherent complacency that tends to quash any possibility for change before it even happens. Millennials (generally considered to be those born from the mid-1980s to around 2005) have made a name for themselves in the workplace.
The HR function is becoming increasingly more critical from a strategic business standpoint. If success at work is rooted in culture, why do we ignore it at home?  All homes have unwritten rules, social mores, and patterns of behavior.  In fact, the behavior at home may be much more difficult to change than at work. How would you define the culture of your home?  Safe, encouraging, and positive?  Or critical, tense, and exhausting? Take the time to think about your environment at home and whether it is contributing to your family’s success. You will immediately see where there are gaps between the current and desired cultures.  Spend time thinking about ways that will move you in the direction you want to go.
Your physical surroundings make a big difference in culture.  Look at different environments and see how they have changed over the years. Disclosure of Material Connection: I received one or more of the products or services mentioned above for free in the hope that I would mention it on my blog.
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The new name was decided by a vote of 800 employees who were chosen to represent the entire employee population. The name change to DaVita was announced in an iconic celebration similar to  election-night victory celebrations. Download our New ReportWOMEN and the PARADOX of POWER: 8 KEYS for TRANSFORMING BUSINESS CULTURE Get our newly revised report which includes 5 actions for professional women and 3 actions for executives to advance gender balance at the highest levels of the corporation and change the business culture.
This site is dedicated to sharing lessons and experiences along the Lean Journey in the Quest for True North. His basic premise is taht if relationships improve, things get better - if they remain the same or get worse, ground is lost.
In Sweet Home, we define Fullan's concept of knowledge building as "learning", and the construct that facilitates it is the professional learning community. Also, they remind us of the moral imperative to hold high expectations for every student, and create a coherent , equitable curriculum, implemented with respect, skill, and accountability. We’ve looked at what leaders do to drive change, the cycle or stages of change, some general axioms about change, some points of reflection, and the cost of getting it wrong.
If an organization comes across as being satisfied (or close to it) with its current low safety-performance standards, its employees will settle on those standards as well.
Identify the real threats to the organization if it remains in its current state, and stress that it’s just a matter of time before something really bad could happen. Just enter your email address in the subscription box (right column of this page) and we’ll send each issue of Recordable INSIGHTS Newsletter to your inbox for free! Contact FMG Leading today to learn more about how we partner with CEOs and executive leaders in healthcare, private equity, and beyond to design and implement integrated human capital and culture strategies that create breakthrough financial results and measurable shareholder returns.
They’re already done with their first (and maybe even second or third) job and may be starting to look for new opportunities. For some organizations, that means introducing a new C-level role—the CHRO, or Chief Human Resource Executive.
You know you need smart, agile, emotionally mature leaders to guide your organization, groom your best and brightest, and produce outstanding results. Specifically, it can be about acquiring new skills, learning new behaviors, or shifting thoughts and paradigms. Also, some of the links in the post above may be “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission.
Sign up to receive my blog posts via e-mail and I’ll send you my servant leadership e-book FREE. But CEO Kent Thiry intuitively knew in his heart of hearts and mind of minds, that culture change from the inside out was the one right way to save a failing company.

What could be more symbolic?  (principle #1) When Thiry took over, the company was called Total Renal Care. The company also holds Nationwide Meetings, to celebrate awards, mourn the death of patients, and connect, by way of shared stories, to the emotional side of their work.
The blog also serves as the source for learning and reflection which are critical elements in Lean Thinking.
Instructional videos, audio clips, articles, e-books, and other resources on how to better lead a safety culture delivered directly to your Inbox each issue! We help you understand how culture acts as a lever for value creation and transformation, defining and assessing your current culture and identifying areas it may act as a barrier to change. Regardless, I only recommend products or services I use personally and believe will add value to my readers. He was right about that and right again when he used all three principles to lead culture change. Thiry knew that this change also required employees to care about each other and the company.
The company and the employees were being transformed from providers of renal care to givers of life.
We then help you design and implement a culture aligned with future strategy, accelerating growth and driving sustainable performance. For those HR pros who have the interest and, potentially, the aptitude, to move into a C-suite role, what will it take in 2016? Why, then, do so many CEOs delegate the very lifeblood of their organization - the quality of top leadership talent - to someone else? This uplifting name change began to shift the focus from treating body parts to providing life giving care for whole human beings. Invest 30 minutes, one call, to learn how you can apply the principles for leading culture change in your unique situation. I have learned over time that the traditional style of safety compliance training, such as videos, generic presentations, etc., may not be totally . Instead they share stories and celebrate the new cultural heroes who care about each other, the company, and their patients.

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