Comments for Re energizing the Corporation http://markwilcox.wordpress.com how leaders make change happen Thu, 10 Sep 2009 21:56:01 +0000 http://wordpress.com/ hourly 1 Comment on Plan to leave – providing credible succession by sandrar http://markwilcox.wordpress.com/2008/01/06/plan-to-leave-providing-credible-succession/#comment-321 sandrar Thu, 10 Sep 2009 21:56:01 +0000 http://markwilcox.wordpress.com/2008/01/06/plan-to-leave-providing-credible-succession/#comment-321 Hi! I was surfing and found your blog post... nice! I love your blog. :) Cheers! Sandra. R. Hi! I was surfing and found your blog post… nice! I love your blog. :) Cheers! Sandra. R.

]]> Comment on The price of Talent by Allen Taylor http://markwilcox.wordpress.com/2009/09/03/the-price-of-talent/#comment-320 Allen Taylor Thu, 03 Sep 2009 12:00:24 +0000 http://markwilcox.wordpress.com/?p=291#comment-320 Nice writing. You are on my RSS reader now so I can read more from you down the road. Allen Taylor Nice writing. You are on my RSS reader now so I can read more from you down the road.

Allen Taylor

]]> Comment on Culture and Leadership – lenses of understanding by Matthew http://markwilcox.wordpress.com/2009/01/07/culture-and-leadership-lenses-of-understanding/#comment-295 Matthew Thu, 05 Feb 2009 16:18:38 +0000 http://markwilcox.wordpress.com/?p=186#comment-295 Hi Mark, The traffic in Jo'burg is awful tonight so I stayed behind and read your blog - nice stuff. You're right about cultural stereotypes so I won't insist that Yorkshiremen can't spell, but please talk about borders and not boarders when blogging about Europe. Most people won't understand that boarders are a peculiar kind of growth-stunted English school product and would assume that you are talking about people who use snow boards or skate boards. Keep on the crusade and long may change management sustain us all. Hi Mark,

The traffic in Jo’burg is awful tonight so I stayed behind and read your blog – nice stuff.

You’re right about cultural stereotypes so I won’t insist that Yorkshiremen can’t spell, but please talk about borders and not boarders when blogging about Europe. Most people won’t understand that boarders are a peculiar kind of growth-stunted English school product and would assume that you are talking about people who use snow boards or skate boards.

Keep on the crusade and long may change management sustain us all.

]]> Comment on Authors by Evrim Kuran http://markwilcox.wordpress.com/about/#comment-294 Evrim Kuran Thu, 15 Jan 2009 05:48:15 +0000 #comment-294 A perfect match for those who are willing to read something new and different about leadership. Great work! Thank you! A perfect match for those who are willing to read something new and different about leadership. Great work! Thank you!

]]> Comment on Thinking about a career in change? by Sue Massey http://markwilcox.wordpress.com/2008/12/09/thinking-about-a-career-in-change/#comment-293 Sue Massey Tue, 09 Dec 2008 10:31:05 +0000 http://markwilcox.wordpress.com/?p=182#comment-293 I just stopped by your blog and thought I would say hello. I like your site design. Looking forward to reading more down the road. I just stopped by your blog and thought I would say hello. I like your site design. Looking forward to reading more down the road.

]]> Comment on Getting the book in your own language by markwilcox http://markwilcox.wordpress.com/getting-the-book/#comment-291 markwilcox Fri, 21 Nov 2008 09:02:48 +0000 http://markwilcox.wordpress.com/getting-the-book/#comment-291 the German publisher is mi-Fachverlag/ FinanzBuch Verlag GmbH and we know they are working on a special edition for the German market with a new cover and exciting format. Should be out in the next few weeks. the German publisher is mi-Fachverlag/ FinanzBuch Verlag GmbH and we know they are working on a special edition for the German market with a new cover and exciting format. Should be out in the next few weeks.

]]> Comment on Getting the book in your own language by Helmut Hubmann http://markwilcox.wordpress.com/getting-the-book/#comment-290 Helmut Hubmann Thu, 20 Nov 2008 20:11:29 +0000 http://markwilcox.wordpress.com/getting-the-book/#comment-290 Hi Where can I get Reenergizing in germanß Kind regards Helmut Hi

Where can I get Reenergizing in germanß

Kind regards

Helmut

]]> Comment on Greetings from the Airport Lounge Bogota by Angelina Cassalins http://markwilcox.wordpress.com/2008/09/24/greetings-from-the-airport-lounge-bogota/#comment-289 Angelina Cassalins Thu, 02 Oct 2008 18:33:28 +0000 http://markwilcox.wordpress.com/?p=147#comment-289 Wow! As a Colombian I feel very proud after reading this short post. Thank you Mr. Wilcox for the excellent reference and the comparison with Rome and Paris. We hope to have more people like you here and will welcome them with a warm smile. Thanks, Angie Cassalins Wow!
As a Colombian I feel very proud after reading this short post. Thank you Mr. Wilcox for the excellent reference and the comparison with Rome and Paris. We hope to have more people like you here and will welcome them with a warm smile.
Thanks,
Angie Cassalins

]]> Comment on Greetings from the Airport Lounge Bogota by Ivan Mayorga http://markwilcox.wordpress.com/2008/09/24/greetings-from-the-airport-lounge-bogota/#comment-286 Ivan Mayorga Fri, 26 Sep 2008 02:11:31 +0000 http://markwilcox.wordpress.com/?p=147#comment-286 I have been in this event in Cartagena, an I feel so glad about your thoughts. Im glad too, that you have learnend with this experience as We learn from your speaking. Thanks a Lot! I hope that you´ll back soon I have been in this event in Cartagena, an I feel so glad about your thoughts.

Im glad too, that you have learnend with this experience as We learn from your speaking.

Thanks a Lot!

I hope that you´ll back soon

]]> Comment on Leaders, controllers or pilots? by Bruce Lewin http://markwilcox.wordpress.com/2008/04/22/leaders-controllers-or-pilots/#comment-276 Bruce Lewin Sun, 24 Aug 2008 17:03:31 +0000 http://markwilcox.wordpress.com/?p=99#comment-276 Hi Mark, Really enjoying the blog - is there any chance of putting the full post of texts into the rss feed, rather than an exerpt at all? If its worth it, the page below might help? http://codex.wordpress.org/Settings_Reading_SubPanel Thanks, Bruce Hi Mark,

Really enjoying the blog – is there any chance of putting the full post of texts into the rss feed, rather than an exerpt at all?

If its worth it, the page below might help?
http://codex.wordpress.org/Settings_Reading_SubPanel

Thanks,

Bruce

]]> Comment on Getting the book in your own language by What is 3e Leadership? « Leaders We Deserve http://markwilcox.wordpress.com/getting-the-book/#comment-274 What is 3e Leadership? « Leaders We Deserve Thu, 07 Aug 2008 05:48:08 +0000 http://markwilcox.wordpress.com/getting-the-book/#comment-274 [...] issues. 3e is the Wilcox and Ridderstrale approach to corporate transformation. You can kind more on their website whch includes a very MBA-like three-D chart. [...] [...] issues. 3e is the Wilcox and Ridderstrale approach to corporate transformation. You can kind more on their website whch includes a very MBA-like three-D chart. [...]

]]> Comment on The power of engagement – building commitment by Jon Strickler http://markwilcox.wordpress.com/2007/12/15/the-power-of-engagement-building-commitment/#comment-243 Jon Strickler Wed, 21 May 2008 18:36:30 +0000 http://markwilcox.wordpress.com/2007/12/15/the-power-of-engagement-building-commitment/#comment-243 I think this is an important message. I've made the mistake of assuming that team members will understand the logic behind decisions and strategy without being involved. While it can be successful, it makes for more work in the long run. And, there's almost always a better result from the earlier involvement. I think this is an important message. I’ve made the mistake of assuming that team members will understand the logic behind decisions and strategy without being involved. While it can be successful, it makes for more work in the long run. And, there’s almost always a better result from the earlier involvement.

]]> Comment on Authors by Steve Wilcox http://markwilcox.wordpress.com/about/#comment-202 Steve Wilcox Fri, 28 Mar 2008 11:54:38 +0000 #comment-202 Congratulations on the book Mark! A fantastic achievement I'm sure it will do well. All the best, Steve. Congratulations on the book Mark! A fantastic achievement I’m sure it will do well.
All the best,
Steve.

]]> Comment on Learning to lead change by Olga http://markwilcox.wordpress.com/2008/02/20/learning-to-lead-change/#comment-163 Olga Wed, 20 Feb 2008 10:49:58 +0000 http://markwilcox.wordpress.com/?p=86#comment-163 Dear Mark, thanks for providing information about your new book on my Funky Business blog http://funkybusinessclub.blogspot.com. In fact, both the name of the club that I founded at Instituto de Empresa and consequentely, the blog, were inspired by Jonas and Kjell's book -- their publisher allowed me to use "funky business" as part of the club's name. Good luck promoting the book, and I am looking forward to reading it! Dear Mark, thanks for providing information about your new book on my Funky Business blog http://funkybusinessclub.blogspot.com. In fact, both the name of the club that I founded at Instituto de Empresa and consequentely, the blog, were inspired by Jonas and Kjell’s book — their publisher allowed me to use “funky business” as part of the club’s name. Good luck promoting the book, and I am looking forward to reading it!

]]> Comment on Tools for Change by Tools for change 2 - how to get others engaged in change « Re energizing the Corporation http://markwilcox.wordpress.com/2007/09/02/tools-for-change/#comment-8 Tools for change 2 - how to get others engaged in change « Re energizing the Corporation Sun, 30 Sep 2007 11:39:15 +0000 http://markwilcox.wordpress.com/2007/09/02/tools-for-change/#comment-8 [...] Not all good ideas are new ones. Kurt Lewin first used force field analysis as a tool for mapping the opposing tensions seen in most change situations way back in the 1950’s. This simple diagram is a great way of sharing with others the nature of a change and what positive elements there are and what restraining forces there are. The more you use others to construct the reality of the situation the more they will engage. Enlist them don’t lecture them. The very visual nature of the tool allows you to show other people the risks to implementation of your plans. From this simple diagram you can decide together with your team the weightings, the size of each force, and therefore the priority and sometimes difficulty of each element. The basic principle is to map from left to right, what is pushing the change forward, and what is, (or could be) holding the change back. Removing things that restrain change allows the plan to move forward. Increasing the power or effect of positive forces also moves the plan forward. So either of these actions  are possible.  When the restraining forces are greater than the positiveforces Lewin suggests change will not happen. As a group activity this tool is fantastic for getting others engaged with the issues. It’s a springboard then for solutions to the restraining issues, or a platform for developing stronger enabling forces. Either way you cannot afford to ignore the output of this exercise in thinking, evaluating and engaging about change.  [...] [...] Not all good ideas are new ones. Kurt Lewin first used force field analysis as a tool for mapping the opposing tensions seen in most change situations way back in the 1950’s. This simple diagram is a great way of sharing with others the nature of a change and what positive elements there are and what restraining forces there are. The more you use others to construct the reality of the situation the more they will engage. Enlist them don’t lecture them. The very visual nature of the tool allows you to show other people the risks to implementation of your plans. From this simple diagram you can decide together with your team the weightings, the size of each force, and therefore the priority and sometimes difficulty of each element. The basic principle is to map from left to right, what is pushing the change forward, and what is, (or could be) holding the change back. Removing things that restrain change allows the plan to move forward. Increasing the power or effect of positive forces also moves the plan forward. So either of these actions  are possible.  When the restraining forces are greater than the positiveforces Lewin suggests change will not happen. As a group activity this tool is fantastic for getting others engaged with the issues. It’s a springboard then for solutions to the restraining issues, or a platform for developing stronger enabling forces. Either way you cannot afford to ignore the output of this exercise in thinking, evaluating and engaging about change.  [...]

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