Engaging with Change (On #Management, #28)

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Changing skies IMG_3416

When I was more actively blogging, I wrote about Michael Lewis’ Moneyball, as a lesson in hiring.

I recently re-read Moneyball, and watched the film again, too.  This time, I took away lessons about change at work.  And I wrote about it in my most recent newsletter.  Here’s an excerpt.

“…people didn’t want to change.

Players were comfortable in the status quo, even when it was painful to be on a losing team.  Scouts and coaches told Beane it wouldn’t work, that they knew better. 

Others said, “Yes, ok” to his face, and then kept doing what they wanted to do.  (The worst.)

Some who couldn’t get on board had to go.  After they left, they weren’t quiet:  they took their opinions to the press.  Ever find out that a former employee is still trying to exert influence by whispering negative things to your team?  Change is hard.

The film also shows, subtly, that you can’t go it alone.  You need support from your boss.  And from your people:  results started to come after Beane enlisted team members as leaders in the change process….”

In On Management #28, I also talked with Karin McGrath Dunn, President of PRD Management, about change as a  multi-year journey, and how organizational values matter when you’re leading people and change.

As previously noted, much of my writing energy is now being channeled into Anne Libby On #ManagementOn Management #28 actually went out a few weeks ago; new subscribers will receive a link to all of this until Issue #29 goes out, probably in early July.

On #Management is free, though I recently launched a supporting membership program.

  • This month, supporting members received my essay that’s actually a response to a member’s question, “You Don’t Need to Change Your Culture.  You Have to Change the Way You Treat People.”
  • I’ve also opened my calendar one day a month to supporting members, for 1:1 office hours.  I’m currently booking appointments for July 19.
  • To get my (free) newsletter, or become a supporting member, head over to Substack.

Photo:  Changing Skies by Ronnie Robertson, used under CC BY-SA 2.0.

Training Day (On #Management, #27)

“If you read about learning at work, you may come across “70-20-10.”

70% of learning comes from experience.  20% from other people.  And, 10% from formal training and coursework.  Or so they say.

70-20-10 is likely more an aphorism than a fact of math. That said, its intuitive appeal aligns with academic discussion of deliberate practice as a prerequisite to expertise.  (AKA the 10,000 Hour Rule.)

We expect training to change minds, and behaviors.  That’s a heavy lift.

You probably know from experience that training isn’t a silver bullet.

Every MBA is not a good people manager.  QED.

…”


Thus begins Issue #27 of my newsletter, which also includes the rebooted/re-edited audio of my conversation with diversity and inclusion expert Juliette Austin, of FrankEvans Consulting, and the rest of this article.

To read on about what you can do, personally, to level up the impact of training efforts, and my thoughts on a one day training we’re hearing about in the media, either check your inbox, or subscribe.

As noted late last year, I’m largely redirecting my blogging energy to my newsletter, Anne Libby On #Management.  Which I’m also evolving.  For one thing, I’ve soft-launched a supporting membership.  This month, paying members will receive an extended reading list for Issue #27.

(September, 2018 update:  my (free) newsletter, and supporting membership are both available in my spot over on Substack.)

Photo: Exercise „Ziema” in Ādaži Training Area, 2017, by Kārlis Dambrāns under CC BY 2.0 license via Flickr.