posted by stantruskie
Research shows that leaders of high performing organizations strive to shape and maintain an optimally balanced culture. This task is easier said than done, because most leaders have a tendency to shape the culture toward one or two patterns at the expense of others - adding to the unbalanced organizational culture.
posted by stantruskie
On Monday, I discussed the importance of having a balanced organizational culture. I also discussed how important it is for top leaders of an organization to be involved with shaping that culture. Today, I will discuss the model I use to coach leaders in shaping an optimally balanced organizational culture.
posted by stantruskie
Shaping the culture of the organization is one of the most important and critical responsibilities of senior executive leadership. In meeting this responsibility executives face many challenges, but among the most perplexing are deciding what kind of organizational culture to shape and planning and implementing the desired cultural transformation.
posted by agammy
I was visiting the Coaching Commons today and found a link to this article - “How to Get Your 20-Something Off the Couch.” While I was somewhat miffed by the title (I am a 20-something, and I rarely can be found on the couch) I thought the article offered really good advice for new graduates looking to find a job that matches their interests.
posted by rkilmann
Ralph Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI), presents the seventh entry of his ongoing series of blog entries for CPP ICON Success.
posted by agammy
I have gotten a lot of questions lately from ICONs who want to build out their portfolios with examples of tangible results, and I usually recommend this book. Although it looks at the issue of training ROI through the lens of MBTI, it also talks about the Kirkpatrick Model, which is something I think all coaches could benefit from understanding.
posted by agammy
As traditional IT employees are being asked to take on new challenges like project management, being able to build and establish relationships is increasingly important. However, these skills aren’t typically highlighted as part of the job, and many IT professionals lack instruction in developing their interpersonal skills.
posted by agammy
Aberdeen Group recently completed a study of over 400 organizations to understand how they use assessments to drive better business decisions, develop a strong workforce, align individual efforts with organizational goals and positively impact business performance. It’s nice to see that businesses recognize the impact assessments can make.
posted by rkilmann
In my last blog, I introduced the idea of purposely altering the standard instructions on the TKI. Instead of asking members to respond to the thirty items in general terms, I provide these modified instructions: “IN THIS ORGANIZATION, when you find your wishes differing from those of another person, how do you usually respond?” Once we open the door to different TKI instructions for different purposes, many other possibilities come to mind.
posted by agammy
I think it’s important to clarify that with personality tests - and especially with the MBTI - it defeats the purpose of the test to try and “pass” it. Not only is the MBTI NOT used in selection, but there are no “right” or “wrong” answers. When you take the MBTI, all you need to do is be yourself.
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