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How to Leverage Succession Planning to Drive Strategic Change

Talent management professionals design succession management/talent review processes that help leaders set, monitor and recalibrate their efforts to align people and strategy. Yet there is a great opportunity for improvement in these processes. Only 57 percent of leaders who named succession planning a current top priority are confident in the results produced by the process…. Read More»

meeting

5 More Rules to Avoid a Collaboration Hangover

Gartner estimates that throughout 2015 about 80% of social business efforts are not expected to achieve the intended benefits. Even more so, many collaboration initiatives leave participants behind with a hangover, generating the opposite effect of what was intended originally. So how can you make sure you don’t suffer from a collaboration hangover?… Read More»

Business Talks

The #1 Workplace Culture Challenge

The word “culture” has lost its meaning due to the proliferation of over-simplified and inconsistent workplace culture content that’s all over the popular press. CEO’s know culture is important but there is a complete lack of clarity surrounding how evolving, shaping, leveraging, or changing it will help them overcome some of their greatest challenges and improve business results.

It’s a tremendous challenge to educate top leaders on how to effectively evolve their culture but that’s not THE greatest workplace culture challenge. The #1 workplace culture challenge is…… Read More»

Idea teamwork

Innovating Is Learning

Managers say they want change, improvement, creativity, and innovation. They are full of it. What they really want is mistake-free and pain-free improvement. Outside of work, people do the same thing. They say they want to get in shape or find a new job, and then one little setback stops them in their tracks. They feel embarrassed and angry and quit. The trick is to weather the storm and learn so you’re less likely to screw up again. Setbacks are supposed to be the very things that help you avoid future mistakes…. Read More»

5rulesavoid

5 Rules to Avoid a Collaboration Hangover

In a world gone social, an ever increasing number of organizations are chasing the benefits of social collaboration, both inside and outside their own walls. With initiatives such as Google launching its high altitude balloons to wirelessly connect billions of people in remote areas, global collaboration has never been easier and is expected to surge in the next decade.

How to make sure you don’t suffer from a collaboration hangover?… Read More»

leadershipprese

Leadership Presence is More Than Just Being Present

Now I’m not knocking charisma. It’s useful and people tend to be attracted to it. And, from the leader’s perspective, it can seem kind of easy. You just show up. Problem is, that approach only works for well-established and/or highly visible guru-ninja-rockstar leaders. The rest of us need to do our homework before that big day arrives.

So here’s your assignment… … Read More»

thecost

The Cost of Presence in Your Organization

Super common, challenging to address at times, easier than it seems (from afar). All of it brought on by presence, a lack of it, or even worse, negative presence. Nine times out of ten, this is unintentional impact; people don’t even realize they’re having it. Once you have the awareness, it’s easier to shift.

So how do you create awareness of your presence as impact?… Read More»

3crit

3 Critical Attributes of Leadership Presence

In the best leaders with whom I’ve worked, there are three consistent attributes I’ve noticed. These attributes create a presence that is strong, professional and trusted. Most importantly, the persona is unique. Executive presence can look very different from leader to leader, but the sense that employees trust an executive is the constant…. Read More»

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    There’s a more human way to do business.

    In the Social Age, it’s how we engage with customers, collaborators and strategic partners that matters; it’s how we create workplace optimism that sets us apart; it’s how we recruit, retain (and repel) employees that becomes our differentiator. This isn’t a “people first, profits second” movement, but a “profits as a direct result of putting people first” movement.

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