Coaching for Leaders of Innovation and Change
Building Accountability into the Innovation and Change Process Laurence N. SmithFounder and Senior Partner Recently I made a new acquaintance who asked me when he found out what I did, [...]
Three Immutable Truths about Resistance to Change (and What to Do About Them) Albert B. Blixt Founder and Managing Partner Laurence N. Smith Founder and Senior Partner In [...]
In our last blog post, we noted that there is a retirement wave coming among college and university presidents. As many as fifty percent of presidents may retire in the next five years. They will be replaced by younger professionals who no doubt are bright and capable. In fact, this next generation of leaders may be better prepared to meet the innovation and change challenges ahead.
The signs of disruption coming in college and university leadership are ominous if we don’t pay attention and anticipate the changes. This post looks at what you need to know about presidential demographic trends regardless of your role.
Recently, a university president came to us with the following questions. “How do I refocus my executive team to work on the innovation and change we need? How can I do it without making everyone defensive and even more protective of their administrative areas?
Innovation in higher education is a good news/bad news story. The good news is that there are plenty of opportunities for innovation and change. In fact, there is a lot of innovation happening right now on every campus in America. The bad news is…
As president, your legacy will depend on how well your organization learns to reinvent itself. If you don’t talk about the speed of innovation, you’re going to be disrupted. And the brutal fact is that disruption could be a legacy that you don’t want.
This article describes five traps higher education executives face when trying to become more effective in their role of leading innovation and change for the future when daily pressures conspire to keep them focused on managing the crises of the present.
If you are frustrated that your executive team members say they are on the same page with you but are not delivering the results you need, you are not alone. If you struggle to get your change vision down to the front line staff, you are not alone. Here is a guide…