I still remember how annoying I was in my first professional job.

I still remember how annoying I was in my first professional job. It was a large organisation and on my first day, my manager didn’t know I was starting. Okay not the best start. To fill in my time, he gave me a very large document (think novel size) to read and summarise.

Before I could start this task, I felt the need to ask a lot of questions. Questions like “Why am I summarising this?”, “Who will read it?”, “What is the purpose of me summarising this?”, “How does it relate to my role?” I could see him getting irritated.

I have always found it difficult to start something if I don’t understand the why and the purpose. As I’ve moved into roles that have required me to lead change initiatives, I’ve found others to be no different.

Fundamentally, if people don’t understand the why, how it will make a difference and what the intended outcome is, people will be less motivated to make the necessary changes. These elements are crucial.

📌 Communicating them well and giving people the space to ask questions to better understand, makes a significant difference in how people react to any change.

#strategy

#organisationalchange

#leadership

#leadershipdevelopment

#consulting

Would you like to hit your growth goals in less time?

Using the ACE framework, I can help you optimise your operations and navigate growth without complicated plans and endless meetings.
We’ll align your leadership team and drive cadence and commitments to achieve consistent growth. Let’s connect to discuss how the ACE framework has helped my clients achieve brilliant results in record time.

BACK TO INSIGHTS

website emedia creative