It might be easier if all it took to bring about change was to have a warm, positive relationship with others. But that isn’t the case. Sorry, but nice guys finish last in the change game. We found two that had little to no impact, thereby providing useful guidance on what not to do: We found that some behaviors were less helpful in changing others. We then analyzed those who had the highest and lowest ratings on their ability to lead change, and compared that with the other behaviors we’d measured. We reviewed a dataset of 2,852 direct reports of 559 leaders. The direct reports rated their managers on 49 behaviors and also assessed the leaders on their effectiveness at leading change – specifically, the managers’ ability to influence others to move in the direction the organization wanted to go. Still, some approaches clearly work better than others. So often the effort produces an opposite result: rupturing the relationship, diminishing job performance, or causing the person to dig in their heels. Ever tried to change anyone’s behavior at work? It can be extremely frustrating.
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