Ego defined is a person’s sense of self-esteem, self-importance, self-worth. Humans have it. But can organisations have egos?
From the Blog on Change
Many organisations have cultures of speed. One of the biggest challenges is figuring out how to see the ‘long view’. It is about seeing slowly.
We use experts in all areas of life. When choosing water tanks, windows, doors, cars, but also who’s chocolate birthday cake recipe to use. Some we pay for, some we don’t
Change brings fear related to status. (which is often intimately connected with power), job security, and control. Stories can help address this.
Perspective. Empathy. These are critical skills for the change maker. And for those she is trying to influence. It will take more than one try.
Building a quality product or service is the beginning of marketing, not the end. The ‘how’ is as important as the ‘what’ perhaps arguably more important.
Some parts of change you can hurry along, others you can’t and you simply have to patiently wait. Knowing which is which is critical.
Our house is an old barn. Renovating and extending this building is one surprise after the next requiring customised approaches to everything. Just like organisational change.
Having assertions, opinion, viewpoints, and perspectives is one of things that make us human. We don’t need to be arrogant, we can be generous and gracious.