• Organizational Change

    Posted on September 3rd, 2012

    Written by Arthur Carmazzi

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    Brain Psychology Awareness Does have an Effect of on Organizational Change and Leadership Effectiveness!

    A recent DCI study confirms that awareness of how you think, react, and understand your environment, does create higher potential for improving your personal effectiveness, fulfillment and decision making. The byproducts of greater awareness has lead to improving working environments and nurturing a less stressful yet more productive environments, people with the greater awareness also […]

  • Arthur Carmazzi – Organizational Change: Impact of Changing Culture

    Part 2 of how to change an Organizational Culture in 80 Days By: Arthur Carmazzi Changing organizational culture can have a profound impact on effectiveness, motivation and alignment of personal goals and organizational objectives, but there can be negative effects if you do not understand your current organizational culture before you start. The first step […]

  • Arthur Carmazzi – New Leadership Book Part 4

    Continued from Part 3

    TepTep sighed, if he is truly to fulfil his dream to become the type of leader who can build long lasting institutions (or pyramids), his journey must extend far beyond what he has learned and even what he believes to be true. He must break old habits and be prepared to accept that his reality may need to be redefined….

  • Arthur Carmazzi – New Leadership Book Part 3

    Please continue to help me write my new book, this is Part 3. You are welcome to look at and contribute to the previous posts. And special thanks to Earl Wallace, who I did not have an opportunity to thank for his brilliant contribution in Part 2

    Also, please see the web pages Organizational Culture Change at: http://directivecommunication.com/corporate_culture_organisational_development.php

  • Arthur Carmazzi

    Posted on March 8th, 2011

    Written by Arthur Carmazzi

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    Arthur Carmazzi – New Leadership Book Part 2

    Continued from Part 1 –
    “The Great Pharaoh” was always striving for bigger and better Pyramids, BUT, there were definitely some quality issues. So when TepTep got his first position as Quarry Manager for the construction blocks division, he found the real world issues were very different than what he learned in school.
    Although the employees did the job, he found the division’s effectiveness was sadly lacking. People were not putting in a “full” effort, politics were being played, people were blaming each other for mistakes and difficulties, and there was little or no cooperation across divisions… he even heard many employees say they felt like they were being treated like slaves. Wow, he didn’t have to go to school to know that this wasn’t the way it was supposed to be. At first he thought it was because they were only paid about 3 baskets of grain a week (minimum wage for skilled labour), but this idea was about to change, and the course of leadership (and pyramid building) would never be the same again.
    Picture of Egyptian workers being lazy and complaining in a quarry
    TepTep thought he would never be able to be a great leader here. He didn’t want to be held back by this kind of dysfunctional environment so he went Great Pharaoh’s senior management and asked to be re-assigned. “After all”, he thought, “A leader couldn’t be great with people who weren’t eager to do what he said ”. “Could they?”
    The senior managers all sat around a big table and listened to him complain, when he was finished, they talked and whispered and then said: “sure, why not, your dad was a real fun guy at the alligator wrestling matches, so go ahead, we will put you in charge of pyramid building”
    TepTep said “thank you” and thought “Wow, now I can work with people who have greater skill and knowledge, and they even get better pay. These people are more like me, so they will be easier to lead.”
    TepTep was excited. He wanted to understand more about his job so he decided to visit some of the latest developments. His first stop was the recently finished project in Meidum to see the pyramid built for Pharaoh Seneferu only a few years before. When he arrived, he saw the blocks were already starting to crumble and the structure wasn’t very sturdy. “This sucks!” he thought, this was not the quality he wanted to create.
    Rendering of pyramid at Meidum
    He looked at the structure again. While each of the individual stones was carved skilfully, each was just laid as an individual block, with one piled on top of another. With minor earthquakes and strong weather conditions the whole complex was already falling apart. And of course no one was taking responsibility for it and everyone was blaming everyone else. People were talking behind others back because one stone carver would think his carving is better than the other guys, or one would think he was caring more Weight than the rest. But the quality of the overall work was still not what it could be. He felt that all the theory he had learned from ISIS school of Management was not applicable in the real world, when the “human element” was introduced.
    But Why?
    Why would people who have the skill, have the experience, and have reasonable pay, not really put in the extra effort to build something Great?
    Why were they working as individuals instead as a team with a common vision?
    TepTep was discouraged and confused. Suddenly a hawk cried overhead, and as TepTep looked up, he saw a sign.
    Picture of a sign carried by a hawk that says “The Great Bubu, Magic Solutions to your problems”
    “That’s it! That’s how I can be a great leader and a great builder of Pyramids, I will get the magic solution.”

  • Arthur Carmazzi

    Posted on February 20th, 2011

    Written by Arthur Carmazzi

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    Arthur Carmazzi – Help me Write my New Book

    With the great success of “Lessons from the Monkey King – Leading Change to Create Gorilla Sized Results”, I was requested to write 2 more books of the same style in the series – I’m late!

    The second book is “Team Leadership Lessons from the Great Pyramids – Nurturing Highly Motivated Teams to Do the Impossible”… and it’s not finished… So, I am asking the Community to share their experience and help me write it.

    Also see: The Arthur F Carmazzi Page on Facebook. Please “Like” this to be in the loop and/or participate

  • New Developments

    Posted on January 17th, 2011

    Written by Arthur Carmazzi

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    3 Characteristics of Great Leadership

    3 Characteristics of a Great Leader is No 5 in the Most Asked Leadership Questions Video Leadership Training Series. Please watch this Leadership Training video and leave comments and feedback below. PLUS, if you have any Questions on Leadership, please do post them below. Enjoy!

  • New Developments

    Posted on January 17th, 2011

    Written by Arthur Carmazzi

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    Today’s Definitions – Carmazzi Style

    Definitions of Leadership, Strategic agility, Time management, and Communication based on Directive Communication Organizational Development Psychology Leadership Leadership does not involve changing mindset or getting followers, but the cultivation of an environment that inspires individuals to take up leadership roles and competently develop themselves to make things happen for everyone. Strategic Agility When there is […]