The Hard Side of People:
“For over three decades, academics, managers, and consultants, have realised that pivoting is difficult. They have dissected the subject. They’ve sung the praises of leaders who communicate vision and walk the talk in order to achieve success. They’ve sanctified the importance of a pivoting culture and managing employees. They’ve teased out the tensions between top-down transformation efforts and participatory approaches to change. And they’ve exhorted companies to launch campaigns that appeal to people’s hearts and minds. Still, studies show that in most organisations, two out of three transformation initiatives fail. The more things change, the more they stay the same.
Managing people is tough, but part of the problem is that there is little agreement on what factors most influence the growth people need. Ask five executives to name the one factor critical for success, and you’ll probably get five different answers. That’s because each person looks at an initiative from his or her viewpoint and, based on personal experience, focuses on different success factors. The experts, too, offer different perspectives. A recent search on Amazon.com for books on “change and management” turned up 6,153 titles, each with a distinct take on the topic. There is an overload of information that forces companies to tackle many priorities simultaneously, which spreads resources and skills thin.”
The best place to start with people management, is by applying an effective coaching approach whilst leading and launching a quality coaching program for people development. Adapted extract from this article hear