Here’s Why Most Breakthrough Initiatives Fail

In part one of a disruptive and enlightening interview with Kim Baillie and Jamie, we uncover the most common paths companies take when pursuing breakthrough initiatives. It is a path most people have never questioned. In the current human paradigm, there is a relentless belief that has been passed down through generations. That belief says, “change is hard”. Yet, if you look at history, humans have gone from traveling by horse and buggy to cars to planes to spaceships. We also have watch communication go from written letters to telephones, to faxes to emails to instant text messages on cell phones. All of these innovations have been embraced and enjoyed by societies around the world. In fact, younger generations cannot imagine how we survived without them in the past. However, the sentiment continues to be change is hard. Perhaps the very belief that change is hard is what makes it hard. As long as you believe something is true, you will go out of your way to prove what you believe is true. With that said, perhaps it is time to disrupt many common sense belief systems and incorporate training that helps people unlearn what has been imposed on them. One of the beliefs that is inadvertently imposed on people is the belief you are not good enough. People continuously learn and develop. Part of that learning and development includes mistakes and so called failures. Thomas Edison said, “I did not fail over 10,000 times. I found 10,000 ways that did not work”. Discovery is a natural part of a child’s development. There is no reason it is not a part of an adults constant development. As people unlearn what has been imposed, they discover possibilities for themselves that have been blocked by supposed common sense belief systems. If you remember, people once said ‘if man were meant to fly, he would have wings’. Imagine if the Wright Brothers would have allowed that belief to stop them. The Disruptive Leadership Model empowers people to unlearn what derails them and provides tools to invent new possibilities. If you have not seen my series of videos about the Disruptive Leadership Model, you can find them on my page. I would love to hear your thoughts. Do not forget to comment, like and repost.

Here’s Why Transforming Corporate Culture is So Difficult - Part 2

In part two of an interview with Sharmin Prince and Mitzy Dadoun, we go under the sheets to discover the source of why transforming corporate culture is difficult. As it stands, most CEOs say transforming corporate culture is the most difficult thing to do as an executive. Is it difficult because of people or the prevailing culture? Or is it difficult because of the way CEOs view culture and what it is made of. Many transformation initiatives revolve around hiring new people, pay incentives, work from home, game rooms and other tangible things that are thought to alter people’s behavior. At the same time, social anthropologists have a healthy view of culture that makes it easier manage. In the video, I discuss that view as well as examples. Throughout history, there have been leaders who transformed industries by creating a workplace culture that promoted high performance. Their methods have been more elegant than pay incentives. Part of the method revolves around the fearless capacity to disrupt status quo without conflict. Do not miss my series of videos on the Disruptive Leadership Model. In those videos, I discuss how organizations use problems, chaos or disruptions to their advantage. Do not forget to like, share and repost. #disruptiveleadership #corporateculture #breakthroughs #transformation #ceo #changemanagement #corporategovernance #highperformance #mindset #thoughtleadership #innovation #traininganddevelopent #conflictresolution