In 1500 words or less, each post will give you something you can use TODAY to build yourself, your people and your organization whether your organization is a "for-profit" or a "not-for-profit."
There will be a variety of posts, encompassing everything from hiring checklists to training ideas and documents based on more than 25 years of experience and learning from the best people in the business.
Perhaps the most important of the posts for small and medium sized organizations of all stripes I have written so far. Looking after your people effectively will make the difference between success and becoming a “train wreck.”
Internal dynamics in any organization are interesting. All organizations, large or small, for-profit or not, all face external challenges. What happens though, when the greatest threats to growth, adaptation, and evolution come from inside?
I believe “for-profit” and “not-for-profit” organizations both can and must make a difference in our communities. Since my return to the “for-profit” sector my posts have refocused on issues and concerns shared by many small and medium-sized organizations; however, the perspectives and lessons learned while working for the United Way and Canadian Mental Health Association are just as important as marketing, sales, and logistics.
Please take five minutes and see if there are any tools in this post you can use. Change starts with one person and we need your help.
People are the heart and soul of any organization. Finding the “perfect” hire seldom occurs, when any organization “goes to market” the best they can hope for is to find the very best person available. The search can be difficult, but can be made easier by looking for the common denominators the “best people” often share.
For small and medium-size organizations of all stripes, finding good people in a challenging labor market has never been harder. Take five minutes and consider some unconventional solutions.
People are any organization’s greatest strength, conversely they can also be its downfall. Successfully navigating through issues of entitlement, appreciating the importance of gratitude, and ensuring connectively is not always easy. Organizational evolution is the path to surviving and thriving in today’s world.
This post was inspired by a series of miscalculations and mistakes I unfortunately helped to create. The end result was the exit of a very good person from an organization I care about deeply. What follows is a summary of our “lesson’s learned” that we will apply for the next time.
Ageism is real and it is happening today and will happen tomorrow. Ageism transcends almost all demographics and it holds back individuals who might otherwise make a difference, and it holds back organizations.
Three years ago, I left the world of business and charted a new path in the charitable sector. I had always thought I was well informed and knew what was happening in my community. I was completely wrong. I am grateful for the people who volunteer and work for the United Way and the Canadian Mental Health Association for helping me to see what I couldn’t see before.
I have reentered the business world, but I am forever changed by what I learned to see, and hope to help other people see, what many of us miss every day.
You will always find situations where you or your organization must change more or faster than what is comfortable for you or your people. It can seem impossible and can threaten to overwhelm us.