Discussion Topics: Great Leadership

1394 Words Jan 7th, 2011 6 Pages
Over the last three weeks we have focused very much on leadership, power, organizational culture, and organizational change. The Cultural Change Situation article from Human Resource Planning (available in the Doc Sharing) is a great synthesis piece that addresses all of these topics through a detailed study of firm’s attempted move to team-based management.

As you read through the report, pay close attention to the discussion about Harley-Davidson and Shelby Die Casting, and their eventual conclusions about how to manage resistance to change. Also, keep in mind our OCI material from Week 6 and think about the process from a cultural change perspective. And of course, pay close attention to the lessons for top management presented at
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I was called in because employees were thinking of unionizing. Management was completely caught off guard by this and was looking for advice.

When I walked into the building where their main office is I could feel the misery and negativity in the air. Everyone exuded it. I was astounded that management was caught off guard by the idea that they might unionize. Fortunately, for management, we were able to quell the situation over two months, but it was an expensive lesson for management in terms of learning to appreciate the emotional temperature of their workforce.

Everyone - Transference Continued

The old adage is true - misery loves company.

In fact to take it a step further now that we understand transference, we can safely say that misery does not only love company, but it also breeds and creates company.

What kind of workforce do you want to build as a future business owner or leader? Watch out for infection.

In the consulting I used to do, when I am brought into an office one of the first items I would look into is what I call the "emotional temperature" of the work environment. Most industry leaders, business owners and managers are surprisingly oblivious to this concept.

I remember about 10 years ago when I was consulting at a business in California. I was called in because employees were thinking of unionizing. Management was completely caught off guard by this and was looking for
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