Three things you can talk about when you don’t have all of the answers

by Brad KolarCommunication, Leadership, Managing Ambiguity and ChangePosted on Comments are Disabled

Let’s face it, the business world has become quite uncertain.  Helping people manage through that uncertainty can be difficult.  Many leaders feel similarly challenged as they are often as unsure about what is happening as are their teams. We know that uncertainty breeds anxiety.  An anxious workforce is not a productive, happy, or engaged workforce. …

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Why is change management such a big deal now?  Perhaps it’s because we’ve lost our ability to lead people

by Brad KolarLeadership, Managing Ambiguity and ChangePosted on Comments are Disabled

Change management is a hot topic in many leadership circles.  Many of my clients have built it into their leadership competency models.  There is a general concern that leaders aren’t equipped to handle change.  There is also overwhelming evidence that this concern is valid.  Many studies have shown that major change initiatives often fail. According …

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Are you simply and clearly saying nothing?

by Brad KolarLeadership, Managing Ambiguity and ChangePosted on Comments are Disabled

What do you think of this vision statement? The vision for HR is to partner with the business to ensure that we are supporting the company’s strategic needs in the most cost effective way while driving a high return from the investment that we make in our people. Have you seen a vision statement like …

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Try adding an “N” to the WIIFM

by Brad KolarManaging Ambiguity and ChangePosted on Comments are Disabled

What’s In It For ME (WIIFM)?  The magic acronym of persuasion.  Throughout my career I’ve been told that these five letters are the key to getting someone to adopt change, buy-in to training, or follow my lead.  I don’t disagree.  Helping someone see the personal benefit in a situation goes a long way in getting them …

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