Another 'First 90 Days' Text

Peter Fischer has recently written a book called The New Boss

Why is this of interest ? - well many L&D Curriculum focus on providing support at 'transition' points (building from the framework of The Leadership Pipeline by Charan et al).

For me (and others) the key text for building further on the work of Charan is The First 90 Days by Michael Watkins. Hence, it is interesting to reflect on whether this new book offers further insights (for future inclusion into Leadership training courses).


According to Fischer, there are seven building blocks to creating a successful leadership change:

• Managing Expectations Proactively
• Developing Key Relationships
• Constructively Analysing the Initial Situation
• Establishing a Set of Motivating Goals
• Fostering a Positive Climate for Change
• Initiating Changes Effectively, &
• Using Symbols & Rituals

Clearly there are significant overlaps with the ideas of Watkins - a rough (and simplistic) mapping could be:

• Managing Expectations Proactively = Negotiate Success
• Developing Key Relationships = Create Coalitions
• Constructively Analysing the Initial Situation = Match Strategy to Situation
• Establishing a Set of Motivating Goals = Build Your Team
• Fostering a Positive Climate for Change = Secure Early Wins
• Initiating Changes Effectively, = Expedite Everyone
• Using Symbols & Rituals = Achieve Alignment

Hence, at least in these simplistics terms of comparision - Watkins apears to place more emphasis on self - with advice such as 'promote yourself', 'accelerate your learning' & 'keep your balance'.

Equally, Fischer helpfully provides a richer focus on communications - specifically highlighting the 'use of symbols and rituals'.

Symbolic management is the skillful and consistent combination of symbols and rituals into a convincing message. This is why it is important to ensure that what you say is consistent with how you behave. It is a symbolic expression of a different management style

..... an area worthy of further discussion within a 'new leader' training class ?!

'Excellence in HR 2007'

The following link: http://www.business100.tv/ provides some interesting links to videoclips exploring the subject of Excellence in HR

I've yet to view them all - but Peter Cook of Hyman Dynamics does a great job in showcasing themes from his recent book 'Sex, Leadership & Rock'n'Roll'

Peter draws on the metaphors of:

• Sex = focus on relationships [e.g. Collaboration Skills, Communication Skills]
• Drugs = motivation [e.g. Colleague Engagement Skills, Change Management]
• Rock'n'Roll = performance & delivery [e.g. Performance Management Skills, Innovation]

not a bad starting point for a robust leadership training curriculum !

NB: if you get time to explore other clips - please add comments here on their key take-home messages

Web 2.0 vs. Enterprise 2.0

Up to now I have been using these terms interchangeably - however a posting on our intranet has helped me realise that the differences are significant (and extend beyond the obvious - namely that Enterprise 2.0 is use of Web 2.0 tools in the workplace).

"Both Web 2.0 and Enterprise 2.0 use the same tools, but the environments they are used in are very different.

In Web 2.0 there are millions of users based in a flat organisational structure where a culture of sharing predominates. In Enterprise 2.0 we have hundreds/thousands of users in a hierarchical structure where a culture of hording predominates. " [Gardner]

Consequently, while a lot can be achieved at a 'grass roots' level, moving blogging etc to the mainstream of internal workplace communications (and learning !) is unlikely to occur without significant top-down support.



So what are the implications for Learning & Development ?

I'm struck by the similiarity with the need for Senior Leader sponsorship to embed learning (as we know - even the best designed training will fail to change behaviours of the majority of delegates without it !)

... helping early adopters build such sponsorship is something that could be in our own interests (assuming we believe blogs etc drive reflection & informal learning)

...time to start building stakeholder maps, engagement strategies etc !?