Makarios Consulting Blog

Leadership Courage Part 2: Engaging in Open Dialogue and Healthy Conflict

Peak team and company performance depends on open dialogue and healthy conflict. Unfortunately, the dialogue within many teams and at many companies is often less than open and the conflict is anything but healthy. There are many possible reasons for less-than-optimal interpersonal communications. For example, people may: Protect their turf rather than looking at the … Continue reading Leadership Courage Part 2: Engaging in Open Dialogue and Healthy Conflict

Leadership Courage Part 1: Clarifying Roles and Responsibilities for Peak Team Performance

It is easy to say that businesses need to be clear about what needs to be done and who needs to do it to achieve optimum performance. But it is so hard to do. Leadership teams habitually struggle to clarify roles and responsibilities: it requires discipline and courage to define the seats you need on … Continue reading Leadership Courage Part 1: Clarifying Roles and Responsibilities for Peak Team Performance

Change Isn’t the Problem

It would be easy to assume that “people always resist change.” Say the word “change,” and many people dig in their heels. They like the old, the familiar, the routine and are not enthusiastic about new ideas. For many, “new” is bad by definition. But is new always viewed as bad by employees? Of course … Continue reading Change Isn’t the Problem

Culture by Intention or Culture by Default?

Corporate culture can be created in one of two ways: by intention or by default. The corollary is that if you don’t create a positive corporate culture by intention, you may end up with a negative corporate culture by default. We were once called into a company to help a brand new leader because he … Continue reading Culture by Intention or Culture by Default?

Two Approaches to Executing Change

Let’s assume that a certain change has to take place in your business. What will you do? How will you introduce and execute the change? There are two methods you can use: the Hammer Approach or the Commitment Approach. The method you pick should depend on the kind of change you want to implement. Hammer … Continue reading Two Approaches to Executing Change

Corporate Culture Starts at the Top

“The culture of a company is the behavior of its leaders. Leaders get the behavior  they exhibit and tolerate. You change the culture of the company by changing the behavior of its leaders.” – Larry Bossidy & Ram Charan, Execution: The Discipline of Getting Things Done   One company’s culture is characterized by blaming, negativity, and disengagement. … Continue reading Corporate Culture Starts at the Top