What You’ll Learn From This Episode:
- Knowing what is a 'people-problem'
- How to put into the account the people side of the problem
- Why it's important to take a people-centered assessment
Related Links and Resources:
Go to http://bit.ly/ChangePlaybook, we're giving you 8 days of quick video everyday which is around 5-7 minutes which helps you to build out a change playbook. This will help you know the key components that are involved in working through an important change process. This will give you an insight that you never thought of before.
Dr. Natasha Todorovic-Cowan is the CEO and co-founder of the National Values-Center Consulting (and owner of Spiral Dynamics brand). Whether your challenges are resistance to change, cultures in conflict, strategic partnerships, dysfunctional teams, or strategic change implementation, Natasha's experience includes unraveling the people side of organizational challenges from C-suite to shop floor using a proven human systems approach.
For over 25 years Natasha has been working with leaders, consultants, coaches, and organizations applying her proprietary Spiral Dynamics cultural DNA survey, leadership assessments, and change readiness index to predict hurdles to change. Her techniques for handling corporate change are rooted in 70 years of research and application in a variety of industries and sectors.
Here are the highlights of this episode:
Dr. Natasha's ideal client would be a senior executive who is in a transformation and people-oriented. She says that every time there's a profit or production problem, IT IS a people-problem. If your team is not rowing in the same direction, if there is unproductive conflict, if people are showing up but not putting an effort or not engaging, or a merger acquisition that you are concerned it will go south, then these are actually a people-problem. What Dr. Natasha sees is that when they try to solve this problem on their own, they tend to focus mostly on the nitty-gritty stuff like the legalities or finance, and not putting into account the people-side of it. Leaders are not aligning change for the way people want to or able to absorb change, perhaps not even taking people's motivational flows into account. She says that everyone has cognitive biases or blind spots to other human beings, so her team helps in trying to build that bridge biases and understand people at a core level.
Dr. Natasha’s Valuable Free Action (VFA):
One of the things that she always insists on is to take a people-centered assessment to give you the landscape. Because whatever you think is going on, that's not going on.
“We are built with cognitive biases or blind spots, and we have blind spots to other human beings" – Dr. Natasha Todorovic-Cowan