Now that we’ve looked at each phase of the Kubler-Ross Change Curve in detail, let’s apply it to a real life situation. It’s 8:20 AM and you’re already late for work, but it’s your turn to bring the Friday bagels for your team. They’re expecting it. So you turn left instead of right, calculating in your … Read more
The final two phases in the Kubler-Ross Change Curve are Experiment and Decision. If you look at the curve, you’ll notice these two phases are on the upswing, following the lowest point, the Depression phase, or Moment of Resignation. The Experiment phase is the initial engagement with the change. You don’t have their buy-in yet, … Read more
The first reaction on the Kubler-Ross Change Curve is Denial. This piece is characterized by disbelief and evidence the change isn’t true. Comments from people in this phase can include: Oftentimes, the natural response to people in this phase is tell them that yes, it’s happening and they need to suck it up. It can even … Read more
Here’s an idea for a team-building activity, with an added bonus— It can start the conversation about how important and welcome performance feedback is. First, ahead of time, ask each participant to come prepared with examples of two bits of feedback they’ve received in their career: By doing this, you’ll learn about each other and … Read more
Leaders avoid these two words (except in one situation): Never Always Why? Two reasons. One: They’re emotionally charged words. Think about the times you’ve used those words. “You never offer to help.” “I’m always on time.” “I never go in without a plan.” “You always run red lights.” We’re often stressed and maybe have a … Read more
My wife, Julie, turned me on to a web-based app called RescueTime. The app tracks your activity during the day to see how efficient and effective you are, and how much time you waste. One thing I’ve learned is that I spend a stupid amount of time on email. Many days, one third of my time is … Read more
Most of my programs come with a participant follow-up email series that underscores some of the points of a training. Hundreds of these emails go out in any given week, and people read them (or not), then discard. Most of the time. Sometimes, though, they respond. And some of those responses are quite amusing. One … Read more
At the recent Professional Development Conference for the Central Iowa Chapter of the Association for Talent Development, Sarah Noll Wilson served as the opening keynote speaker, and I’d like to share my favorite takeaway from that speech, because it fits so well with previous themes. Bottom Line Up Front: In every conversation, we are on … Read more
The following is an example of a common scene in my sessions with leaders. Me: Raise your hand if you’ve ever said or thought something like this: “If someone has an issue with me or my work, tell me to my face. Don’t hold back or talk about it behind my back; give it to … Read more
There are certain words and phrases that can get us on the defensive before we even know what the topic is. One of the big ones is “No offense, but…” And related cushions followed by the word but. Remember that people on tight teams can handle tough talk. It’s okay for you to deliver tough … Read more