Comments for Coaching Leaders

Comment on What Is Organizational Change Management by John Ikeda

John Ikeda — Fri, 30 Jul 2010 00:04:25 +0000

Hi David!

I never quite thought about it that way, but understand what you mean. Hmmm, I wonder what it says about me when I use the term Change Control vs. Change Management. There’s a subtle difference, but I think I use the word “control” more often. I’ll have to contemplate that for a bit. Thanks for the input!

Comment on What Is Organizational Change Management by davidburkus

davidburkus — Thu, 29 Jul 2010 19:25:50 +0000

I’d say that management is an attempt to control, but I wouldn’t the other way around. Not sure why. It just doesn’t feed right.

Comment on Results Management Office? You’ve Got To Be Kidding by John Ikeda

John Ikeda — Sun, 20 Jun 2010 14:43:13 +0000

Thanks for stopping by!

I appreciate your perspective and agree with it for the most part. My objection is in creating the RMO as a separate entity as an additional layer of bureaucracy. The functions of an RMO certainly need to happen… the question is where. If we replace the PMO with RMO, the risk will be that project are aligned but not executed. If we don’t add the RMO to the mix, the proven result is that projects may not be selected properly. What I am proposing or suggesting, is that the functions of both the RMO and the PMO need to be combined into a cohesive unit that does both. I haven’t read a case study on this, but I suspect the challenge would be to find the right blend of leadership to both strategically and tactically run an organzation’s projects.

You seem very knowledgeable on a subject not many people have heard of. What do you do?

Comment on Results Management Office? You’ve Got To Be Kidding by D

Thu, 17 Jun 2010 19:41:22 +0000

An RMO is not an addition to a PMO – it is meant to replace a traditional PMO. Results Management focuses more on coaching teams through a project to get results whereas a PMO traditionally acts as just the scorekeeper, watching over the progress or lack thereof on a project. Your article seems to be more of an objection against poor priotization and organizational alignment than it is a coherent analysis of RMOs. I would suggest spending more time understanding both PMOs and RMOs, rewriting your article to present an objective analysis, and more clearly articulating your points around organizational aligment in a separate post. I have found RMOs to be particularly useful in a number of engagements and much stronger than traditional PMOs. In any event, good luck – you have interesting thoughts that could come together nicely with additional analysis and revision.

Comment on Are Women Better Leaders Than Men? A Question You Should Never Ask by John Ikeda

John Ikeda — Mon, 24 May 2010 02:23:03 +0000

Ok…

Before you enter a post here, just let me say that I already received some comments about this and need to say that I may have overstated my position. After some reflection, the question may be worth asking at the appropriate time and place. For example, if you are in an organization or culture that thinks men and women DO have distinct leadership qualities and are basing decisions on this, then… it is a question worth asking, if only to prove to them that what really counts is hiring the best “person” for the job. I was under the impression that what is obvious to me, that in general terms both men and women can be good leaders, is obvious to everyone else. I was a bit naive in that assumption and it appears that asking this question is the only way to bring about true equality.

All the best!
John

Comment on Leadership – Getting the Job Done, When Your Team Won’t by John Ikeda

John Ikeda — Sat, 15 May 2010 18:10:29 +0000

Hey John!

Thanks for stopping by. We’re way overdue for coffee.

Comment on Leadership – Getting the Job Done, When Your Team Won’t by John Orozco

John Orozco — Sat, 15 May 2010 00:13:30 +0000

Hey John,

This is great information! I can testify about being on a dysfunctional team. :0) Nevertheless, I like your key points about getting around those peoples. Nice!

Comment on Having A Hard Day? Take a Lesson from Victor by John Ikeda

John Ikeda — Wed, 05 May 2010 15:21:11 +0000

Hi Simi,

Thanks for stopping by and the kind words. I’m glad you enjoyed hearing about Victor. I just saw him Monday, and as usual, he was smiling. Hope you have an awesome day! All the best… John

Comment on Having A Hard Day? Take a Lesson from Victor by Simi Kaur

Simi Kaur — Tue, 04 May 2010 21:03:16 +0000

Very touching story and made me ponder, how easily we ignore our blessings and whine about few trivial hardships
Thanks for sharing the story, its always a pleasure reading your blog.
S kaur

Comment on How To Run Effective Meetings – Part I by Do More with Less: How to Lead a Productive Meeting | The QuickBase Blog

Do More with Less: How to Lead a Productive Meeting | The QuickBase Blog — Wed, 28 Apr 2010 13:49:44 +0000

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