THE BIG ROCKS, LLC
CHULUOTA, FLORIDA

Most organizations have a list of “company values” that they reference in new employee orientation, external advertising and internal reward and recognition programs. They’re typically a short list of positive affirmations about “ who we are and how we think ” that link directly to a noble mission statement and an aspirational vision. In the best of cases, this material serves as the beating heart of a vibrant, productive and aligned team. In the worst of cases, it can sow the seeds of indifference and cynicism. But a poorly-defined set of values or a poorly-executed application of these guiding principles can make it look like a meaningless box the group checked. This can gradually erode into a sarcastic cultural subtext with negative impacts on morale, productivity and eventually, the bottom line. In this series, I’ll address how we can tell if our values need a refresh, how to come up with the right guiding principles for what you’re doing and how to make sure they actually create and nurture an environment where your organization can flourish. Bestselling author Jennifer B. Kahnweiler, Ph.D., is a global keynote speaker known as the “ , Jennifer has written two bestselling books about introverts ( : As Change Agents, it can be very helpful help to take into account the inherent behavioral makeup of the individuals within your organization and how those people may interact – especially when facing change. Jennifer’s article draws from a Q&A session about her excellent new book: – they stretch themselves and help their teams to the same. Finally, they Another quality that extroverts are learning is the power of observation. There is so much to be learned by just watching people. One extroverted woman who was traveling alone told me recently that she observed a quiet saleswoman with a group of 10 extroverted salesmen at the table next to her. The woman’s poise, easy verbal banter and confidence impressed her so that she was inspired to try on that same approach in her company. doing : Recent research has given us new insights into how human brains deal with change. But even if we think we know what our stakeholders are thinking, that knowledge will only matter if we as Change Agents follow up with tangible actions to help through the process. My next post will address more specific actions we can take based on the neurological insights of a psychologist who mapped how change effects different areas of the brain. Sometimes a little bit of detailed knowledge about the human brain can be a good thing for Change Agents… But is it possible to over-think how we help stakeholders? button to get in touch with theBigRocks today to learn how we can help you as a change leader with: Help executives & leadership teams develop their own skills, laser-focus their teams on a core purpose, realize the potential of each team member and motivate their organizations to achieve more together.