Most companies are reexamining their strategies and making fundamental or incremental changes to their strategic direction, organizational structure, and employee engagement efforts. Executing these changes requires leaders who are ready to lead others through ongoing change. In this month's Podcast episode, special guest, Sheryl Unger joins us once again to discuss Strategic Change and Developing Leadership Agility. During this episode, you'll hear Wendy and Sheryl share insights from nearly thirty years of experience working with hundreds of clients, and how The 5C’s of Transition Leadership® can provide a structured framework to help leaders improve their change execution capabilities and more effectively lead others.
In this this month's Podcast episode, we have special guest Sheryl Unger join us to discuss the Great Resignation, retention-related struggles faced by employers, and provide you with practical tips you can implement.
As we all know an alarming number of employees began quitting their jobs in the Spring of 2021. This increased level of turnover is referred to as “The Great Resignation.” Up until now, “The Great Resignation” has taken the spotlight for many organizations. However, a new trend is surfacing. This trend is called, The Great Regret. The Great Regret is being used to describe the fact that many employees are not finding what they are looking for in other organizations. Instead, they are beginning to “regret” their decision to leave their previous company. In other words, the churn is creating an endless cycle of leaving and longing. What can organizations do to break the cycle of resignation and regret? Listen to today's episode to learn more!
We have all heard the phrase, what you measure matters. This is why when undergoing large- scale change, organizations, teams, and individuals should put metrics in place to determine if matters are going in the right direction. Let's be honest. It's rare to get everything right out of the gate. Just like a pebble dropped in a body of water. There may be ripples and unintended consequences. That is why it is so important to take the time to reflect on what is working and where we need to adjust. In today’s episode we'll discuss the fifth and final C in The 5C’s of Transition Leadership® - CALIBRATE to ensure success.
Everyone reacts to change differently. Coaching through transition is not about performance coaching or development coaching, but in helping someone acknowledge what has changed and what they need to get to the other side and begin to perform. If you have been tuning into our leadership podcast series this month, we have discussed committing to change, constructing a plan to address business impact and risks, and creating high performing teams. In today’s episode, we continue our discussion on leadership agility, as I share with you the fourth C in the 5C’s of Transition Leadership® – COACH direct reports through transition.
Large-scale change impacts teams differently and with change comes new leaders, newly comprised teams, new ways of working, and new priorities. Often team members become distracted or neglect important priorities. Whether or not the amount of disruption is large or small, involves new customers or new geographies, people still need to quickly align around the team's vision, strategies, and priorities. In today’s episode we continue our discussion on leadership agility and will discuss the third C in the 5C’s of Transition Leadership® - CREATE a high performing team to deliver results.
Every change initiative has its own unique set of risks and challenges. One change initiative may potentially impact customers’ revenue and/or market share, while another may impact production process flows or information exchange. The organization and its leaders must identify risks associated with the change and develop mitigation strategies within their control. In today’s episode we continue our discussion on leadership agility, and I would like to discuss the second of the 5C’s of Transition Leadership® - CONSTRUCT. This is where the focus is on the business, constructing a plan to address business impact and risks.
One consistent message I've heard from clients over the last 30 years and from our featured guests, is that a leader must “commit” to any change underway. More specifically, a leader must have the ability to inspire colleagues to adopt and embrace change. But first, leaders must face and manage their own doubts before they can concentrate on the transition efforts of others. In this week's podcast, we begin our series on leadership agility and discuss our proven change execution framework, the 5C's of Transition Leadership®, which is the basis of my book, Change and Thrive: A modern approach to Change Leadership. We will talk about all things related to change and share insights on how to improve your ability to successfully deal with ongoing change.
As markets remain unstable and the future uncertain, companies need their best and brightest to succeed and much of that talent is women. Even in a post-pandemic world, women still must rethink personal and professional priorities to remain resilient. In today’s episode I have invited three spectacular female leaders navigating change during these challenging times. They will be sharing how their organizations have adjusted to the new normal and how female leaders can continue to uplift one another as the marketplace recovers.
As a leader in an organization, you face many challenges and critical decisions to successfully navigate change. The very essence of change is that it can happen quickly, right before your eyes. Fortunately, with proper planning and preparation leaders can not only handle change but also, thrive! That is why I wrote my book Change and Thrive: A Modern Approach to Change Leadership. I want leaders to know they can achieve their organizational, team and individual goals with the right plan of action!
In today’s podcast I share the inspiration behind my book and also highlight some ways leaders can guide and encourage their team through this new world and marketplace! Listen to the episode here:
As the world continues to grow through new pains presented by the pandemic, implementing and managing large-scale change has become even more challenging. The impact on organizations, teams, and individuals has been profound; and while employees may be used to the organizational churn, the past couple of years have taxed leaders far beyond anything we could have ever imagined. In today's Change and Thrive episode, I am pleased to talk to Andrew Moore, General Manager of Pfizer CentreOne, as he shares some insights into navigating large-scale change during these uncertain times.
You can see the disruption in the healthcare marketplace everywhere you turn, but few issues are louder than that of The Great Resignation.
While employees have been able to leverage the surplus of job openings against their employers as bargaining chips for better benefits, compensation, and opportunities, employers still hold a great amount of power in shaping cultural norms and the employee experience. This emerging power imbalance has sparked challenges for employers and employees alike.
The truth is, retaining and motivating high performing talent has become much more complex and challenging. Some of the complexity and challenges stem directly from post-pandemic fatigue and stress. Our clients have diligently worked to reach some level of equilibrium in their human capital strategies to help mitigate chaos and stabilize work environments.
In today’s podcast, I want to share three considerations to help assess your organization’s human capital strategy and how to make talent management a priority for thriving during change.
Agility is no longer an option, it’s a requirement. In the last two years, everything and everyone was disrupted… The level of disruption varied. Most organizations revisited their strategies and made significant changes across the board. We have seen deep change in the macro environment of pharmaceuticals, biopharma, and life sciences. A global pharmaceutical company reported to have cut its US sales force as meetings with healthcare providers continue to shift to virtual. This is just one high profile case that depicts fundamental go-to-market shifts resulting from the pandemic. The way work gets done is being reshaped and as we enter this new next normal. Organizations, teams and individuals need to keep flexibility and agility as top priorities in order to thrive. Today I want to share three tips to help you renew your commitment as a leader so that you can achieve your organizational, team and individual goals.
Culture is created either intentionally or unintentionally. As they enter 2022, many organizations are redesigning their organization and striving to build a more desirable and sustainable culture. Tune in for this week’s podcast as Wendy provides 3 tips to help leaders begin their organizational redesign journeys.
We are in the part of January when those who made New Years’ resolutions struggle to maintain their resolution. That is okay, change is hard! Don’t give up, keep going! Many leaders are also struggling with their New Year’s resolutions to develop their leadership agility. Many leaders understand the need to be agile because their leadership agility has been put to the test over the last 2 years and they want to adjust how they navigate change, especially when the change is unknown. In this week’s podcast, Wendy shares 3 tips to help develop leadership agility and builds the business case for leadership agility being the differentiator in today’s professional landscape. ARE YOU INTERESTED IN LEARNING MORE ABOUT OUR BLENDED SOLUTIONS? WLH helps organizations, teams, and individuals think, plan, and execute with excellence. Schedule an Exploratory Call to learn more! Visit www.wlhconsulting.com
New year, new me! That is what many organizations are saying as they transition into a full or hybrid virtual environment, or adjust to other large-scale organizational changes. As organizations adjust to large-scale changes that include new leadership, new teams, or new structures, they are presented with new challenges. Jump starting your team to address and combat these challenges is one of the most effective ways to ensure they are overcome. In this week’s podcast, Wendy dives into three tips to help jump start your team to align, adjust, and embrace the positive elements of change.
ARE YOU INTERESTED IN LEARNING MORE ABOUT OUR BLENDED SOLUTIONS? WLH helps organizations, teams, and individuals think, plan, and execute with excellence. Schedule an Exploratory Call to learn more! Visit www.wlhconsulting.com
Happy New Year! The new year brings great promise and allows for another opportunity to drive your organization forward. As such, opportunities are presented to realign on goals and key business priorities.
As you step into 2022 with your team and begin realigning on goals and key business priorities, take a listen to this week’s podcast where Dr. Wendy Heckelman discusses four tips to realign your team in the new year.
In summary, Wendy discusses the following tips:
What if I told you there is a way to highlight the strategic account management skills and mindset needed when calling on large, organized customers? Whether it is commercial payers, IDNs, medical groups, government care providers or other models, a different business to business customer engagement strategy is needed to provide value and support better outcomes. In today’s Change and Thrive episode I want to share four tips to improve your skills.
Retaining top talent continues to be a critical issue for organizational leaders. As many employees are making the decision to leave their jobs, leaders must employ strategies to combat what experts are calling "The Great Resignation." Tune in to this week's podcast to learn 3 strategies that leaders can employ to more effectively retain top talent.
Culture is created intentionally or by default. Many key decision makers within organizations find it difficult to intentionally create the shared beliefs, experiences, and actions of the people within their organization required to achieve desired cultural results. Often, lack of intentionality in culture creation lends itself to undesirable cultural results. Tune in this week to better understand how to intentionally create culture by leveraging what we call the BEAR model.