Randy Grieser's Blog, page 3

How to Manage Organizational Change

Nothing is permanent except change.” Mr. Hawkins, my fourth-grade teacher, is the first person I remember using this phrase – and now I use it too. While this statement may be true, change is still difficult, sometimes confusing, and often frustrating for those experiencing it. For organizations, changes that are not implemented well frequently cause stress and increased conflict, which often results in decreased employee engagement and productivity. Given that change is inevitable in any contex...

Firing – Your Most Important Decision

Most of us are familiar with the collective sigh of relief that comes after a poor performing or toxic member of the team is fired or leaves. In these situations, remaining staff are usually more than happy to pick up the former employee’s tasks, and motivation and productivity often increase for the whole organization in spite of having one less person to do the work.

There is a lot of literature about the importance of hiring the right people for your organization, but I have noticed there is ...

What is Your Philosophy of Leadership?

“What is your philosophy of leadership?” To many people this question can be daunting and difficult to answer. In fact, I was often met with a blank, deer-in-the-headlights stare when asking this during interviews for my first book, The Ordinary Leader. I found it surprising that so many people had not taken the time to fully develop their thoughts about what it means to be a leader.

Before you fully consider what your philosophy of leadership is, it’s crucial to first question if you are indeed...

Encouraging Disruptive Voices

Several years ago, I was doing a three-month check-in with a new employee. I had been working closely with him, and he had already shown great initiative and ability to help us in a variety of new and unexpected ways. As a result, the feedback on his performance was glowing. Thus, he was a little surprised when I told him there was one issue I had.

He visibly braced himself for what he perceived would be negative feedback. However, what I said surprised him: “We need you to do a better job of te...

The Importance of Organizational Values

Here is a scenario I have seen played out multiple times:

Someone from leadership, human resources, or the board has decided it’s time to create or update your organization’s value statements. As a way to get people excited about talking about values, a date is set for meeting off-site at some high-end retreat centre – golfing and spa fees are included. Only senior level leaders are invited, and while they enjoy the amenities of the centre, they also spend time developing and even getting excite...

Lessons on Purpose From Patagonia

I love outdoor activities. Throughout the year I regularly canoe, mountain bike, and hike. In fact, I’m writing this a day after hiking up to a mountain peak. Connected to these activities is my fondness for quality outdoor clothing purchased from companies who are conscious of the environment.

Over the last few years, I have narrowed my focus to one company from which most of my outdoor clothing purchases are made: Patagonia. My fondness for Patagonia became cemented a few years ago after a vis...

Supporting Mental Health in the Workplace

Prior to founding ACHIEVE, I worked primarily as a Social Worker in the field of mental health – both in hospital settings and in the community, providing support to those living with mental health concerns. My role in supporting people’s recovery would regularly involve conversations with their employers about ways to best support their return to work.

I was often struck by how different employers responded to these conversations. Some were emphatic and supportive of the employee, while others ...

Better to Over-Communicate Than Under

[Excerpt from The Culture Question]

Throughout the entire culture change process, it is imperative that you communicate what is happening! Risk over-communicating rather than under-communicating. A common theme in our survey responses was a lack of communication from leaders. One participant wrote about the impact of poor communication: “Management could do a better job of communicating with other levels. When change occurs now, the rationale behind it is not articulated. As a result, not everyo...

2 Keys When Giving Affirmations

My direct reports will rarely hear multiple “Yay for you!” declarations weekly, monthly, or even yearly. It’s not that I don’t think validation and affirmation are important – it just doesn’t come naturally to me. I lean towards the mindset that employees should assume everything is going well unless they hear otherwise. Of course, when I analyze this belief, I realize it can have some consequences. I do know that from time to time, people need to know their contributions and presence are valued...

Lessons Learned From Our Leadership Transition

I am no longer the CEO of the company I founded close to 15 years ago. Earlier this this month, we announced that I would be stepping into my new role of Chief Vision Officer and our Managing Director, Eric Stutzman, would become our CEO. With this change, he will provide regular support to the rest of our leadership team and actively manage our day-to-day operations. I will transition to a less hands on role, but dedicate my energies more broadly to projects that support our vision of creating ...