Join best-selling author and consultant Ken Blanchard for a complimentary webinar and online chat beginning today at 9:00 a.m. Pacific Time (12:00 noon Eastern). Ken will be discussing strategies for leaders in a special presentation on Healing the Wounded Organization: Rebuilding Trust, Commitment, and Morale. The webinar is free and seats are still available if you would like to join over 800 people expected to participate.
Immediately after the webinar, Ken will be answering follow-up questions here at LeaderChat for about 30 minutes. To participate in the follow-up discussion, use these simple instructions.
Instructions for Participating in the Online Chat
- Click on the LEAVE A COMMENT link above
- Type in your question
- Push SUBMIT COMMENT
It’s as easy as that! Ken will answer as many questions as possible in the order they are received. Be sure to press F5 to refresh your screen occasionally to see the latest responses.
We hope you can join us later today for this special complimentary event courtesy of Cisco WebEx and The Ken Blanchard Companies. Click here for more information on participating.
Hi Ken,
Have listened to many of your books on audio tape. I was a dictatorial leader and it was constantly not working. Now I am trying to change and want to know where to start? Is it too late if I have been incorrectly managing for over 4 years to turn around? Should I start correctly with a new company?
Thanks, Ryan
If you’re going to stay, begin with being vulnerable and apologetic about your past style. How you intend to behave in the future; invite feedback and get suggestions on what would be the best way to move forward with a new leadership strategy.
If you move, look for one where it appears that their leadership philosophy is consistent with who you want to be. I would recommend you also get a coach who can impartially keep you on track.
thank you. Where could I find a coach?
We have an entire Division devoted to Coaching. Give us a call at 800-728-6000.
How can I modify the advice in the webinar to apply to a volunteer based non-profit agency, where there are no paid employees, everyone is a volunteer. It seems it is often hard to get that same level of responsibility and accountability that we see with paid employees when dealing with unpaid volunteers most of whom also have full time jobs. Thanks!
My experience is different with volunteer organizations that have a clear, compelling vision. Peter Drucker used to brag about the Salvation Army as the best organization in the US. Their mission and vision has been clear for years, and their volunteers are the best.
People want to do meaningful work, whether it is for pay or for service. So start with a clear vision and you’ll get excited people.
Was curious what the “Quick Description” of a D2 employee was. Just listened to the Webinar, and got short explanations for d1/d3 and d4, so wanted to complete that chart so I could begin to Identify where the memebers of my team are at on certain issues.
D2 is a Disillusioned Learner. If you think about it, our enthusiasm for new responsibility often leads to the realization that the task is more difficult than we anticipated. That is when disillusionment sets in… now the person needs supportive behavior as well as directive behavior.
As discussed on the webinar. We have a small company 20-30 employees. As a rule, employees are not allowed to discuss compensation, to avoid sense of entitlement, confrontation etc.
Is it possible to treat employees as business partners by sharing the spreadsheet and books but not discussing salaries?
what if any recommendations do you have?
Thank you.
The question I have for you is: What are you hiding about salaries? If you can’t discuss salaries, then obviously somebody is getting a better deal than their position or competency deserves. My rule is; when in doubt, confront, and when all else fails, try honesty.
For many years I have worked for large pharma companies who have embraced and practiced Situational Leadership. I am now in charge of training & leadership development for a federal contractor with a highly hierarchical mgmt. style – The leadership is largely composed of technical experts or law enforcement background individuals from the “command and control” school – I have put all of your books on a recommended reading list and I would like to introduce them to the Sit Lead 2 coaching model. Any more advice?
I would offer to do a Situational Leadership overview for them. Why? Because you have found this very helpful in the past, and you think it might be helpful in this organization. Make a lot of “I” statements, not “you” statements. You are sharing this, not because they are command and control idiots, but because they are your colleagues, and you want to share the best that you know. Never attack people, just offer to share what you know.
For many years I have worked for large pharma companies who have embraced and practiced Situational Leadership. I am now in charge of training & leadership development for a federal contractor with a highly hierarchical mgmt. style – The leadership is largely composed of technical experts or law enforcement background individuals from the “command and control” school – I have put all of your books on a recommended reading list and I would like to introduce them to the Sit Lead 2 coaching model. Any more advice?
resent with checks on email & sites
Hi David/Ken, My question is – Do you have a simple, reliable, valid employee engagement or satisfaction survey? I work in health care and am one of a new role of nurses called Clinical Nurse Leader – we work with frontline staff and bring interdisciplinary focus and a systems approach. Currently, I am in a doctoral program at Univ of San Francisco and in reviewing the literature (starting to), I am not clear about the reliability of a Gallup Poll vs. another type of study. If you can comment or share a tool that you use or are developing, I would very much like to learn more. Also, please share the reference where I can learn more about the Gallup Poll referenced in the webinar. Your company sounds like a gift from heaven. I am grateful. I identify as a servant leader too. Thanks, Cathy
Email your question to webinars@kenblanchard.com, and we’ll forward it to Drea Zigarmi, our Director of Research. We do have an exciting, validated new survey instrument on Employee Work Passion.
Thank you for the webinar today. It was great. I learned a lot and more importantly, I was validated in my style of management.
Here’s my dilemma: I recently left a company that doesn’t practice servant leadership. I have several friends and former employees who are still there, but are very unhappy. As the company continues to downsize, the employees are kept out of the loop and with the fear of the unknown, they are reluctant to leave or speak up. I have only offered myself as a sounding board, but don’t know if it’s my place anymore to give advice. What do you recommend I do without stepping on toes?
Hi Janice,
Thank you for your question–Ken did not get a chance to see this before he left the studio–could you please send a copy of this question to me at webinars@kenblanchard.com and I will ask Ken to respond to you personally via email. Thanks for attending today!
Will do. Thanks
I attended the Healing the Wounded Organization Webinar and would like a copy of the slides used in the presentation. How do I go about getting them?
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