Leadership on Point

Stakeholders and Change Management

October 26, 2011 Dr. Johnny Magwood - Guest Author

Stakeholders and Change Management, Leadership, Leadership Development, Richard Levin & Associates

Effective Business Positioning with External Stakeholders

Business executives and connected advocacy groups are both focused on the benefits and risks encountered by an organization’s business decisions.  As both entities measure and manage organizational benefits and risks, proponents of theoretical stakeholder’s viewpoint postulated that the long-term sustainability of the firm is ultimately based on relationships (Vachani, 2006).  Experts, in the field of stakeholder theory, speculate several important leadership factors that should be embraced by today’s executives, i.e.; noteworthy participations outside the professional arena and boundaries of job responsibilities; confronting institutional mindset both inside and outside the firm to think and behave in the communities’ or region’s favor; and maintaining a creative and constructive connection with the external social and philanthropic environments (Welter & Egmon, 2006).  Welter and Egmon suggested, “Building the continuous process of change readiness on deeply held, sustainable principles”.   Unfortunately, some leaders’ inability to accept their social responsibility may be a result of historical factors that influence their behaviors; whereas, previously learned behaviors, formal training, and orders from superiors are often established to confront current and future business predicaments, skirmishes, and opportunities.

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Critical Thinking and Deconstruction of Leadership Assumptions (Part II)

October 21, 2011 Dr. Johnny Magwood - Guest Author

Example of Executive Leadership’s Politics at Work

Understanding executive politics is vital for personal career success and downright survival.  If we would carefully observe and examine the dynamics of our executive team, we would discover that they are accomplished individuals who apply their skills and talents to advance the business – everyday.  One useful method relative to navigating the C-Suite environment is to have an astute understanding of self and how you are perceived by your peers.  Your boss is essentially interested in your performance, stellar interpersonal skills, and how well you interact with peers; those who possess strong personalities, in a demanding business environment.  As we reflect on executive decision quality, however, we may conclude that our decisions are fundamentally good.  However, let me share an example of poor decision quality vis-à-vis a specific company’s rollout of a new market based compensation program, which generated a social shock to and within this particular company.

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Critical Thinking and Deconstruction of Leadership Assumptions (Part I)

October 18, 2011 Dr. Johnny Magwood - Guest Author

Critical Thinking and Deconstruction of Leadership Assumptions + Leadership Development + Executive Coaching + Richard Levin & Associates

As professionals, we embrace creative and critical thinking in a manner to take on exciting initiatives and provide new opportunities for our businesses and personal improvement.  Prior to formal training and exposure to the nuances of critical thinking, we may have found professional socialization and interaction either challenging or cumbersome.  During our professional development, several business situations may have presented small and large problems for us.  These difficulties may have resided in executive leadership’s politics, shadowing role models, and our inability to demonstrate a questioning attitude.  Often, we place ourselves under the assumption that we are effectively exposed to refined relationships and we are properly functioning in our professional world.  Routinely, we may be deceiving ourselves into believing that we are performing well in various business settings.  However, if we truly reflect on our daily professional situations; peer and team dynamics; and our success or failure within our personal interaction; we may discover that our assumptions are actually blind spots.  These blind spots may be a result of our lack of creative and critical thinking.  Ultimately, our goal is to uncover and confront these assumptions and establish corrective measures to deconstruct our leadership suppositions.

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What Happened to Wisdom?

October 12, 2011 Richard Levin

We need leadership; leaders who lead; government; Occupy Wall Street; Obama; Democrat; Republican

Before the last Presidential election, Barrie Greiff and I wrote a Boston Business Journal column about the disappointing lack of wisdom displayed by the candidates for President.  Sadly, not much has changed on the political landscape, and the situation may be trending toward a disturbing disconnect between wisdom and leadership.

Wise leadership is dependent on the vision of a transformative leader.  We don’t have transformative leaders in Washington, in part because they are busier knocking each other down than explaining to us what they stand for and what they would do differently.

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Who Is Harold Leavitt … And Why Should You Care?

October 3, 2011 Meghan Vincent

Harold J. Leavitt's Diamond Model for Analyzing Management Change

The late Harold J. Leavitt was a pioneer in the development of the academic field of organizational behavior, a management expert with degrees from Harvard, Brown and MIT (undergrad, graduate, and doctorate, respectively) and a highly respected college professor (University of Chicago, Carnegie-Mellon University, and Stanford).  And, in 1965, he gave to the world his model for analyzing the impacts organizational change.

Through this model (known as Leavitt’s Diamond), Leavitt demonstrates that each element of an organization’s system – people, goals/tasks, structure and technology/processes – are interdependent.  In other words, changes made to any one of these four elements cannot and will not occur in isolation.  Rather, a change made in any one area of your organization will impact the entire system.

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