Organization Change Archives

“Good teams become great when the members trust each other enough to surrender the me for the we.”

–Phil Jackson

As leaders, we know just how important it is to develop teams by providing leadership, development, motivation, inspiration, challenge and vision. During times of change and uncertainty, it’s more important than ever to build that sense of team and create energy and interaction on the team. We need to lead by example, showing vulnerability and supporting team members, honoring their feelings and fostering a sense of togetherness.

Now is a great time for you to take the opportunity to explore where your team is and determine what additional support they may need from you as their leader. Here are some things for you to consider:

What are the behaviors that help you identify if your team is a “me” or a “we’?
What are the strengths of your team? How have you grown together?
Are there areas in which you’ve slid backwards? If so, how can you rebuild those areas?
Is there a high level of trust on the team? What are the behaviors that demonstrate that?
Do team members feel connected with each other? (Don’t assume connection because of interactions you may have seen, really ask the question to get a true understanding.)
Do team members seem to be thinking cross-functionally or do you see evidence of them being siloed?
Are the decisions they are making reinforce the shared vision of the organization?

In creating team, t’s important to meet your team where they are and provide a plan with actionable items to develop and build their evolution so they can progress and stay focused on what matters.

Whether you are in the early stages of development, rebuilding, or your team is thriving, Pathmakers can help you cultivate a team centered around trust and invested relationships; one that lives and breathes your culture and values and drives sustainable results.

This webinar presented by the Greater Green Bay Chamber of Commerce is with our President/CEO, Thom Cody, and Executive Leadership Coach, Beth Mendoza. The webinar discusses an overview of the Change Process, how to chart the path to a New Normal workplace after the Covid19 pandemic, and getting your leaders back in sync after dealing with challenge and adversity.

During the Safer at Home order the last couple of months, we at Pathmakers have made some discoveries about ourselves, our families, our team and our organization. We encourage you to take some time to reflect on the discoveries that you have made with your team and in your organization. It’s helpful to use an appreciative perspective when you are identifying these discoveries. Take time to look at what really worked and where your team and organization shined. When you focus more on the areas of success, you will bring more success.

We have outlined some questions below to help you uncover some of these discoveries.

Identifying discoveries on your team:

What are the hidden strengths you have uncovered on your team?
What key insights have you discovered?
Are there any blind spots that you have discovered and could close the gap on?
How do you use what you learned to plan for the future?
Who on your team have emerged as leaders? How are you going to help them continue to learn, grow and build their leadership?

Identifying discoveries in your organization:

What have you come to learn about your organization and your industry that you didn’t know before?
What did you discover that your organization could do, or do differently, that you didn’t know your organization could do?
What areas were you able to be agile and flexible, adapting quickly to change?
How did you sustain your culture? How did you live and breathe your organizational values?

Pathmakers is your partner in creating a thriving leadership structure and culture to help you capitalize on these discoveries and so much more. We would love to hear from you and work with your organization’s leaders. Contact us today!

As a leader, you are receiving new information and communication daily. You are learning important facts and information about COVID19 and about individual and collective responses. You are leading in an ever-changing environment.

Additionally, you may be learning how to work and learn from home together, finding new ways to socialize from a distance, and seeing the creativity of others through art project ideas, scavenger hunts, and hilarious memes.

Here are a few practical things you can do to help stay connected and communicate through these times of uncertainty.

Bring the calm: While the world is rapidly responding to regular changes, calming yourself and remaining calm will serve to help you, your family and the team you lead. The feelings and emotions you share with others are taken on by them. Providing a calm presence will help them to remain calm. Now would be a good time to practice breathing and meditation, get fresh air by going outside or opening a door or window, and limiting negativity and depressing news.
Set a regular communication cadence: It’s important for all of us to continue a schedule and have communication expectations in our lives. As a leader, communicating often and setting clear expectations of your team is important for you and them. Having 1-2 scheduled check-in times each day (using Zoom, Microsoft Teams or some other virtual app) will allow you to talk about what you plan to accomplish/ have accomplished, resources that you have or need, and things that went well or you are thankful for each day.

Don’t forget, this communication cadence includes socializing with friends and family each day. Setting regular times to socialize gives everyone something to look forward to and creates connectivity with one another.

Create an environment of understanding around work-at-home dynamics: While some of you may have worked from home in the past, it was likely not under the same set of circumstances we are experiencing today. For many of you, it’s the first time you have young children who either can’t go to daycare or are attempting online schooling. For others, you may have spouses working from home who don’t typically. You may have pets that want in on your conference calls. Whatever the circumstances, it’s important to give each other grace during this time. Don’t expect perfection. Trust and know that your teammates are doing everything they can to keep work and home running smoothly. Enjoy this personal side of the teammates you work so hard with every day.
Keep it real: As a leader, it’s so important for you to set the tone and keep things as real as possible. Encourage “face-to-face” time via video conferencing. Share your morning coffee or virtual time at the water cooler.

We at Pathmakers are doing our best to keep it real by sharing our dogs and kids on conference calls and sending one another funny memes and videos to share the love and laughter. We challenge each of you to communicate and create relatedness and certainty for one another.

By Beth Mendoza

So many things can be said about change, but rarely can we say that change is beautiful as we are going through it. We can usually look back and see the beauty in change; however, during the change we see the struggle, chaos, imperfection, tension and confusion.

On rare occasions we get to see the beauty during the change and transition. I recently had an experience with that as I transitioned to Pathmakers, Inc. after 20 years with a previous employer. While the idea of making this change was at times overwhelming and a little scary, the experience itself has been wonderful.

From the moment I met the Pathmakers team, I felt a sense of comfort and growth. The comfort came from the warm welcome, the genuine care for me as a person, the thoughtful interactions and responses, and of course the heartfelt hugs. The growth came from participating in the Pathmakers’ process, the willingness of the team to invest in me as a person, the daily challenges to be my best, and laughing and sharing laughter. The Pathmakers people and the culture we create mindfully each and every day is one that encourages healthy change. So, it is fitting that the change felt beautiful even as I was experiencing it.

While there are so many things I could highlight about my transition to the Pathmakers family, I want to highlight one – authenticity. This group is truly the most authentic group of people I have worked with. I believe their authenticity comes from their love for others and their desire to help people see their talents and be their best. Even on the days when we aren’t at our best, we seek our best. Pathmakers lives what they share. I have seen so many examples of team members helping one another seek their best. The authenticity is so refreshing and beautiful.

Another sign of the beauty of this change is the feedback that Pathmakers has received from clients. In the short two months that I have been here, I have seen emails and heard feedback from clients about the amazing impact that Pathmakers has had on them personally and professionally. In fact, recently two of our Executive Leadership Coaches have been accused of being the “two most genuine people in the world” who had “a powerful influence on my (the client’s) life”.

So, my advice to you…Make a wish. Take a chance. Make a change. There is an opportunity to see great beauty in yourself, the people around you and the world.

Wondering how you can impact your bottom line, all the while creating a positive, sustainable culture with a strong sense of team? Pathmakers Executive Leadership Coach, Kelly, tackles the top three things you need to consider in our latest video…

Shared Vision
Trust
Succession Planning/Bench Strength

As an executive leader, have you ever thought, I really wish my mid-level management leaders could make better, faster decisions, have tough conversations, courageously lead others, and be a more cohesive team?

Well, they can.

But more often than not, it’s you who must look in the mirror, change your own behavior and model the behavior you want to see before this can happen. Leadership trickles downward, whether it’s good or bad. So, why not be great?

Do you take the time to celebrate your individual and organizational accomplishments?

The end of the year or beginning of a New Year is a great time to look ahead and set goals, make resolutions, and set higher expectations of our organizations and ourselves. It can also be a time when many of us look back and wish we had gotten more accomplished or done things better.

Have you looked back over the past year to celebrate the achievements and victories you may have had? No matter how big or small, they are there, so why not honor them?

You’ve worked in your organization for a long time and have a lot invested. You love the company’s culture and vision. So, now you hear that a big change is coming. Maybe a merger? Maybe your CEO or owner is retiring? Whatever it is, you have lots of questions. Don’t panic. Here are the top 3 questions you really should be asking.

How does this change tie into the strategic vision of the organization?
- Especially when you love your job, company, and culture, you are likely going to want to know if that culture will be changing. When big changes, like a company buyout or merger happen, it’s likely that changes will occur no matter what you are told. But if you can nail down the purpose of the upcoming change, you can better understand where the company is going and what their objective is. This will, in turn, help you decide whether or not you will champion the cause.
Is Leadership on board with the change?
- When each and every leader in the company is on board with the change, you will know it. If not, you will know that too. Often times, if there is discord among leaders regarding a company change, you may see behaviors or hear comments that are not reflective of the positive culture you know and love. This is not uncommon, but can be a big problem if not handled in the correct manner. If a leader is vocal about their dislike, they may have valid concerns but they should be voiced in a constructive way, not behind other leaders’ backs. Remember that change affects everyone differently so just because one or two leaders are not on board right away doesn’t mean you should jump ship. Test the waters of how leadership is affected by the change – that’s a telltale sign.
How will this affect employees? (not just YOU)
- When a disruption at work occurs, we most often think of ourselves first. How is this change going to affect ME and my job? This is human nature. Ask questions and offer your ideas, but make sure you aren’t only thinking of yourself – how will this affect our department or team? It’s best to maintain a global, big picture way of thinking. Don’t shut down. You’ll get a better understanding of how things are going to unfold if you keep communication lines open.

True… there could be negative effects of a looming change in your organization, but by asking these important questions and staying alert to leadership behaviors throughout the organization, you can transition through it without panicking.

If your company is struggling to get through an upcoming change or you want to get ahead of it, Pathmakers can help. Visit our website today – www.pathmakers-inc.com

Change…does it make you feel like you’ve jumped out of an airplane without your parachute? Change is constant, inevitable, and usually follows a predictable pattern, especially in the business world. So, we should be used to it, right? Why does that simple word cause panic and anxiety in so many of us?Read More

Creating Team

“Good teams become great when the members trust each other enough to surrender the me for the we.”

–Phil Jackson

Charting the Path to the New Normal

Take Time to Identify New Discoveries

Leading Your Team Through Uncertain Times

Change is Beautiful

Top Three Areas That Impact Your Bottom Line

Great Leadership Begins With the C-Suite

Celebrating Individual and Organizational Accomplishments

When Organizational Change Looms…Here’s What to Ask

Change and the Airplane Analogy