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."
I look for inspiration everywhere, in the people I have know, in the people I meet, in everything I see, feel, or touch.
Most recently I was inspired by a documentary on Ernie Coombs, the man who was Mr. Dressup on the CBC. I had been working on a post about how to succeed though building others and he provided the impetus to finish this post.
Organizational toxicity is a major problem for some small and medium-sized organizations. Failing to acknowledge and effectively remove the toxic elements could result in poor morale, low staff retention, and left unchecked the elimination of the organization itself.
Today’s post is a primer, a short guide to creating a plan to change the dynamics of your organization for leaders, managers, and everyone else in the affected organization.
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.
“The customer is always right …” is not a valid argument. “The customer has rights,” is. You have rights and you have responsibilities.
Take a few minutes, you will find this to be a short guide to finding the right retail organizations for you.
Most of us don’t dwell on regrets, many of us try to apply our “lessons learned” though. Today’s post was written for people just starting out on their journey, although it can apply to any of us who are starting over after experiencing adversity. Please take a few minutes, read this, take what you can, and add your own comments.
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.