Archive for June, 2014

Three ways Tesco can stop the rot – Telegraph

Wednesday, June 4th, 2014

See on Scoop.itmarketing leadership and planning


As Britain’s biggest retailer loses most market share in 20 years amid drastically falling sales, Graham Ruddick and John Ficenec discuss what should be done.


Steve Bax‘s insight:

Three strategic suggestions from The Telegraph for Tesco this morning. What would you do?


See on www.telegraph.co.uk

To Create Real Change, Leadership Is More Impor…

Monday, June 2nd, 2014

See on Scoop.itmarketing leadership and planning


Aspiring young executives dream of climbing the ladder in order to gain more authority. Then they can make things happen and create the change that they believe in. Senior executives, on the other hand, are often frustrated by how little power they actually have. The problem is that while aut…


Steve Bax‘s insight:

Well worth a read. I think in many organisations you need both to effect successful change. The management vs. leadership debate rages on here. Most importantly, change needs to be secured or the equilibrium refrozen, even temporarily, as Lewin, Kotter and others suggest to avoid it slipping or failing.


See on www.digitaltonto.com

To Create Real Change, Leadership Is More Important Than Authority

Monday, June 2nd, 2014

See on Scoop.itMarketing research and why it matters

Aspiring young executives dream of climbing the ladder in order to gain more authority.  Then they can make things happen and create the change that they believe in.  Senior executives, on the other hand, are often frustrated by how little power they actually have.

The problem is that while authority can compel action it does little to inspire belief.  Only leadership can do that. It’s not enough to get people to do what you want, they have to also want what you want or any change is bound to be short lived.

That’s why change management efforts commonly fail.  All too often, they are designed to carry out initiatives that come from the top.  When you get right down to it, that’s really the just same thing as telling people to do what you want, albeit in slightly more artful way.  To make change really happen, it doesn’t need to be managed, but empowered.


See on www.digitaltonto.com