All posts by Richard Stupple

16 Harsh Realities To Get Used To

There are some harsh realities in life and work that we just have to deal with. Here are some of the major ones.

Harsh Realities

For decades, our senior team and consultants at Boxchange have been studying the mechanics of business improvement – and how it can be best used in organisations to create significant and sustainable performance breakthroughs.

Along the way, we’ve learned a lot about achieving success that even the head down, hard at it kind of people don’t know about. There are some major realities that hold them and their organisations back.

I’d like to share what they are, and what to do about them.

Reality #1: The leadership style you needed during the recession is ineffective now.

Reality #2: It takes a lot of repetitions of behaviour to establish ingrained working habits.

Reality #3: More than half of people leave their boss, not the company – but they won’t tell you that.

Reality #4: Employee surveys tell you little about what’s really going on in your business or how your people feel.

Reality #5: Most of the money invested in learning and development in organisations is wasted.

Reality #6: Embedding new work habits or new ways of thinking doesn’t happen quickly just because you’ve got clever, or motivated people.

Reality #7: Just because people know what to do (because you keep telling them), it doesn’t automatically follow that they will do it.

Reality #8: Almost 70 per cent of change initiatives and new strategies fail to deliver the benefits promised because organisations fail to achieve real buy-in.

Reality #9: Many managers waste time and effort dealing with symptoms – not the causes.

Reality #10: Diversity and inclusion policies rarely translate into a diverse and inclusive workforce.

Reality #11: Department heads convince you they’re on track, but overall the company is behind plan.

Reality #12: The person you thought you hired isn’t always the one that turns up for work.

Reality #13: Recruitment companies can negatively impact your ability to attract the best quality talent.

Reality #14: It’s hard to create performance breakthroughs on your own.

Reality #15: Organisations that have “innovation” as one of their values or pillars rarely achieve it.

Reality #16: Many organisations embark on new initiatives and strategies without first assessing their capability to deliver it.

If some of the above are familiar to you it’s almost certain your organisation, department or team is not performing to the best of its ability.

If you need help to change some of the current realities I’d be happy to share some of our insights into what you and your team can do about them if you contact me.

Boxchange Limited has created a “one-stop-shop” for business change, transformation and improvement with their core services including consulting, leadership, diversity & inclusion, behavioural assessment, recruitment and interim placements.

Dear Boss, I Quit! Why Good Leadership is Key

Looking for the real reasons your staff are leaving? Instead of focusing on the ‘business’, you may want to take a look at your leadership.

I Quit - Leadership Key

This article was first published on Boxchange.

I’m sure that you, like me, are saddened every time someone in your team has resigned, (apart from the one or two rare exceptions when I have actually danced a celebratory jig around my desk, but that’s for another article!).

Mostly, my natural reaction has always been a human one I suppose. “Why would they do that?” or, “What’s wrong with them?” or even, “The fool must be leaving for money!”

But as the years rolled by I have become much wiser.

Lack of Leadership

Experience tells me that people don’t change jobs solely for money, and they almost never resign on a whim or in a fit of anger. People joined your company because they believed it was right for them, and they desperately want it to be right.

However, something, at some point, makes it wrong and if you are able to uncover their real reasons for leaving, and you should, you will find that it’s not ‘the company’ they blame. It’s not the location, or the team, or the database or the air-conditioning…

…it’s the leadership!

Of course they very rarely use that word. They may not mention management at all.

Instead they talk about “morale,” or say “communication is poor”, and, when they express frustration at the lack of clarity for their career progression, they are telling you that it’s the leaders they are leaving. After all, leaders are responsible for morale, communication and career path.

Discover the Real Reasons

And don’t be fooled by the results of your employee engagement survey – they rarely get to the heart of the matter. A ‘company’ is just a legal entity and a ‘business’ is simply a building containing a collection of desks and computers. No one resigns because of that.

It’s the decisions, the motivation, the atmosphere, the ethos, the support, the training, the vision, the inspiration and the direction set by the leadership that your employees will follow…or leave!

Take the time to have an honest look at your business or department without further delay. If you’re losing too many people, (or have high absenteeism), you need to discover the real reasons why.

If you’re not sure how to get to the root cause then ask. My colleagues and I are happy to offer our free advice, and it could transform your performance and results in 2016.

Boxchange offers a fully integrated business change solution that fits almost every conceivable change challenge your business may, or is currently facing. We focus on delivering value, return on investment & ensure effective knowledge transfer throughout.