An effective leader is able to provide details of the what, where, when and whys involved for any current or future change. In some instances, even providing the how is necessary. One way to do this is to adopt a situational leadership approach. The principle of this theory is that the most effective leaders have.. read more →

The culture of an organization represents the basic beliefs and assumptions shared by employees about the organization’s expectations and values. What an organization values assists in the understanding of what key elements truly matter. These values could include respect, teamwork, customer-focused, visionary leadership, etc. Organizations deliver culture through rituals (meeting structure, customer service procedures), artifacts.. read more →

360 Feedback Moves to Action

Did you know that Big River Group tailors 360 Feedback Reviews to the needs of your organization? We recently worked with the Montevideo School District Leadership team. Questions for feedback were selected by participants with guidance from the direct reports.  360 evaluations were sent out electronically for input. Then, we provided summaries and one on.. read more →

I believe that being a school board member or city council member is a difficult job. Elected officials are often criticized for their work, for their work styles, and for products of their work. It is the responsibility of school board members and students see council members to work thoughtfully, and make the best decisions.. read more →

In a prior post, I introduced the concept of talent development, and provided a worksheet that can be used to map out the specific growth of an individual employee. Recently, I had the opportunity to help a law firm in Pennsylvania develop a strategic plan. A part of that plan included using the talent development.. read more →

Over the past two years, many Big River Group clients have completed succession planning. However, some confusion exists regarding succession planning, and talent development. Succession planning is the “bulletproofing” that protects an organization from an unanticipated loss of key supervisors, managers or leaders. Succession planning also identifies positive transitions where individuals grow into new positions,.. read more →