# Effective Managers

> Effective Managers


## Posts

- [MAGIC at Work: How TEC Members Make Better Decisions](https://effectivemanagers.com/dwight-mihalicz/magic-at-work-how-tec-members-make-better-decisions/): Every leader makes decisions that matter. Some are strategic and long-term. Others feel urgent and immediate. What they all have in common is weight. As the head of an organization, the decision ultimately rests with you. This is where the first element of MAGIC comes to life. The M stands for Make Better Decisions. TEC Canada groups are designed to help leaders bring real issues and opportunities into the room and work through them with the support of trusted peers. The environment is confidential, non-competitive, and grounded in one shared purpose: helping each other perform better as leaders and build [&hellip;]
- [Managerial Leadership: The Forgotten Discipline of CEOs](https://effectivemanagers.com/ceos/managerial-leadership-the-forgotten-discipline-of-ceos/): CEO’s Question: “I have strong leaders — but are they really managing?” Why This Question Matters It’s a question I hear frequently from CEOs, and it’s an important one. Many organizations are filled with smart, capable, well-intentioned leaders. They communicate well, collaborate effectively, and care deeply about their teams. And yet, strategy execution remains uneven. Priorities compete. Decisions stall. Performance varies from one part of the organization to another. The issue is rarely a lack of leadership. More often, it’s the absence of managerial leadership &#8211; a discipline that has quietly faded from focus, starting at the very top of [&hellip;]
- [Is Work-Life Balance a Myth? Rethinking the Equation](https://effectivemanagers.com/ceos/is-work-life-balance-a-myth-rethinking-the-equation/): Work-life balance. We hear the phrase constantly &#8211; in interviews, team meetings, LinkedIn posts, even self-help books. It’s become a shorthand for health, sanity, and productivity. But is it a helpful concept? Or are we clinging to a myth that needs to be replaced with something more honest? This question came to life in a powerful way during recent discussions with my TEC Canada peer groups, sparked by a provocative statement from entrepreneur Emma Grede. What Emma Grede Said Emma Grede, founding partner of SKIMS and CEO of Good American, raised eyebrows during her recent appearance on The Diary of [&hellip;]
- [Building Trust, Scaling Fast: A Conversation with Travis Moriarty, President of Prestige Home Improvements](https://effectivemanagers.com/dwight-mihalicz/building-trust-scaling-fast-a-conversation/): Dwight Mihalicz, TEC Canada Chair, with Travis Moriarty, Co-Founder and President, Prestige Home Improvements Prestige Home Improvements was recently named the Fastest-Growing Company in Ottawa by Invest Ottawa. Not bad for a company founded in the middle of a pandemic by two entrepreneurs in their early twenties. In this candid interview, I sat down with Travis Moriarty, co-founder and President, to learn more about what it takes to scale with purpose, the leadership mindset behind the growth, and the value of having a strong support network like TEC Canada. Q: Let’s start at the beginning. What inspired you to start your [&hellip;]
- [The Six Key Functions Every CEO Must Master](https://effectivemanagers.com/dwight-mihalicz/the-six-key-functions-every-ceo-must-master/): When we say CEO, we simply mean the head of the organization. Titles vary widely. In some organizations the role is called president, owner, founder, executive director, or general manager. The title is not what matters. What matters is the work. Whoever holds ultimate accountability for the performance of the enterprise faces the same challenges and carries the same responsibilities described in this article. &nbsp; The question every CEO eventually asks: “What exactly should I be doing to ensure long-term success?” With so many demands on a CEO’s time, it’s easy to get pulled into the urgent at the expense [&hellip;]
- [From Basement Startup to Best Workplace](https://effectivemanagers.com/dwight-mihalicz/workplace-culture/): Dwight Mihalicz, TEC Canada Chair with David Bouchard, CEO of PureLogic IT What does it take to build one of Ottawa’s best workplaces from the ground up? For David Bouchard and his co-founder (and wife), Coreen, it started with a leap of faith in 2008 and grew into a values-driven, high-performance IT company serving Canada’s most complex sectors. PureLogic IT is known not only for its technical excellence in serving public sector clients, but also for its strong, people-first culture. Named #1 Best Place to Work in Canada &#8211; Under 100 Employees, the company is a model for how strategic [&hellip;]
- [The MAGIC Behind TEC Canada](https://effectivemanagers.com/dwight-mihalicz/the-magic-behind-tec-canada/): When leaders talk about the value they get from TEC Canada, the word that often comes up is MAGIC. Not in a mystical sense. It is simply the best way to describe what happens when you bring experienced leaders together, create a confidential space for honest problem solving, and support each other through the real pressures of running an organization. MAGIC is an acronym that captures the five elements that make TEC membership so effective. It stands for Make better decisions, Accountable, Grow, Isolation, and Change. Over this series, I will explore each element in more detail. This first article [&hellip;]
- [The Hidden Costs of Getting It Wrong: Warning Signs of Organizational Drift](https://effectivemanagers.com/dwight-mihalicz/the-hidden-costs-of-getting-it-wrong-warning-signs-of-organizational-drift/): The question every CEO eventually asks: “Why does everything look fine on paper &#8211; but still feel off?” Every head of an organization has had that feeling. The dashboards are green, sales are steady, the numbers make sense—and yet, something deep down feels out of sync. You can’t always pinpoint it, but you know performance isn’t at its peak. That instinct is rarely wrong. It’s your built-in diagnostic system telling you that something inside the organization’s structure, people, or processes isn’t working as it should. The Subtle Signals of Drift Most CEOs rely on output measures—performance metrics, top-line revenue, or [&hellip;]
- [Building Stronger Leaders Through the Four Pillars of TEC Canada](https://effectivemanagers.com/dwight-mihalicz/building-stronger-leaders-through-the-four-pillars-of-tec-canada/): My first experience with TEC Canada was not as a Chair. It was as a speaker. At the time, I was running my consulting practice and focused on helping small and medium-sized organizations improve performance. I had the opportunity to present to TEC groups across the country. What impressed me most was not how members responded to my ideas, but how they responded to each other. I watched leaders take a concept, test it, challenge it, and turn it into something practical  and powerful for their own organizations. The level of openness, trust, and shared learning was unlike anything I [&hellip;]
- [Susan Richards on Joyful Leadership, Outsourced Finance, and Building a Culture People Love](https://effectivemanagers.com/ceos/susan-richards-numbercrunch-outsourced-finance/): From Corporate Finance to Co-Founding numbercrunch Dwight Mihalicz: Susan, you’ve built an impressive career in finance and leadership. What inspired you to create a business that delivers complete outsourced financial solutions? Susan Richards: After years in corporate finance and a few as a fractional CFO, I saw a huge gap in the market. You could hire an accounting firm or a bookkeeping firm, but there was no operational finance team that could step into a company, modernize its systems, set up best practices, and stay alongside the business as it grew. So I thought, “Why doesn’t this exist?” The only [&hellip;]
- [Why Good Strategy Fails Without the Right Structure](https://effectivemanagers.com/dwight-mihalicz/why-good-strategy-fails-without-the-right-structure/): The question every CEO eventually asks “Why isn’t our strategy coming to life?” Every CEO knows the feeling. The strategy looks great on paper. The board approved it. The executive team believes in it. And yet, months later, the progress reports are flat. The energy fades. The issue isn’t the quality of the thinking &#8211; it’s the gap between strategy and execution. Strategy Starts with Focus The best strategies are not wish lists. They are acts of focus. A good strategy defines where the organization will win, where it won’t play, and what matters most. That clarity of focus is [&hellip;]
- [How Strong Is Your Leadership Network?](https://effectivemanagers.com/dwight-mihalicz/how-strong-is-your-leadership-network/): Who’s in your circle of trusted peers who truly understand the pressures of leading an organization? For most leaders, the higher you go, the fewer people you can really talk to. The conversations get lonelier, the issues get more complex, and genuine advice becomes harder to find. That is why TEC Canada places such emphasis on the fourth pillar of the TEC experience, networking. Your TEC network is not just a list of contacts. It is a multi-layered community designed to help you build meaningful, lasting relationships with people who understand your challenges and want to see you succeed. The [&hellip;]
- [Growing a Resilient Organization: Lessons from the Tree Model](https://effectivemanagers.com/ceos/growing-a-resilient-organization-lessons-from-the-tree-model/)
- [Where Do You Go for New Ideas That Actually Work?](https://effectivemanagers.com/ceos/where-do-you-go-for-new-ideas-that-actually-work/): How do you keep your thinking fresh when the world around you changes faster than ever? Running an organization today means navigating constant change. Markets shift, technology advances, and customer expectations evolve, sometimes overnight. It can be difficult to find the time to step back, learn, and see what’s coming next. That’s why the TEC experience is built on four powerful pillars: peer advisory groups, individual coaching, expert speakers, and a global network of business leaders. Each pillar provides a different kind of insight that helps leaders stay sharp and ahead of the curve. This article focuses on the third [&hellip;]
- [Celebrating Leadership, Learning, and Community at TEC Canada’s National Chair Convention](https://effectivemanagers.com/dwight-mihalicz/celebrating-leadership-learning-and-community-tec-canada-ncc/): Every year, TEC Chairs from across the country gather for our National Chair Convention what we fondly call the NCC. It’s a time to step away from our regular meeting cadence and reconnect with the broader TEC community of Chairs and head office team members, all dedicated to helping leaders thrive. This year’s NCC was exceptional. The energy, the conversations, and the ideas shared left me both inspired and recharged. Every element of the program reflected TEC Canada’s deep commitment to continuous learning and professional excellence. From keynote speakers on storytelling and leadership to mindfulness sessions, breakout discussions, and practical [&hellip;]
- [The Organization as a System: What’s Really Inside the Black Box](https://effectivemanagers.com/dwight-mihalicz/the-organization-as-a-system-whats-really-inside-the-black-box/): The question every CEO eventually asks “Why aren’t we getting the results we expect?” Every CEO has felt this frustration. The strategy looks sound. The people seem capable. Yet the numbers — or the momentum — just don’t add up. The reason usually isn’t about effort or intent. It’s about visibility. Most CEOs can see what goes into their organization and what comes out, but not what’s really happening in between. The truth is, every organization operates as a system — and performance depends on how well that system works. From inputs to value creation At its simplest, an organization [&hellip;]
- [Who’s Helping You See What You Can’t See?](https://effectivemanagers.com/dwight-mihalicz/whos-helping-you-see-what-you-cant-see/): When you’re leading your organization every day, who helps you see what you might be missing? Running an organization requires focus, energy, and constant decision-making. But when you’re in the thick of it, even the most capable leaders can develop blind spots. It’s not from a lack of insight or experience; it’s simply because leadership can narrow your perspective. That’s why the TEC experience is built on four powerful pillars: peer advisory groups, individual coaching, expert speakers, and a global network of business leaders. Each pillar reinforces the others to help you grow, stay balanced, and lead more effectively. This [&hellip;]
- [Why the CEO’s Role Is Unlike Any Other: The Balancing Act at the Top](https://effectivemanagers.com/ceos/ceo-balancing-act-structure-people-outcomes/): The question every CEO eventually asks “How do I balance it all?” For most heads of organizations, that question never really goes away. Every day brings competing demands — financial results, customer expectations, operational efficiency, and people needs. And while everyone else can focus on their slice of the business, the CEO must hold the whole system together It’s a unique job because it’s the only role that must balance all three dimensions of the organization: structure, people, and outcomes. The CEO at the intersection An organization isn’t just a collection of departments or products. It’s a system designed to [&hellip;]
- [Who Helps You Make Your Toughest Decisions?](https://effectivemanagers.com/dwight-mihalicz/who-helps-you-make-your-toughest-decisions/): As the head of your organization, who helps you think through the most important decisions you make? Running an organization can be exhilarating and isolating. The bigger the stakes, the fewer people you can really talk to. Employees expect confidence. Investors want certainty. Customers need reassurance. Yet every leader faces moments of doubt, when the path forward isn’t clear. That’s why the TEC experience is built on four powerful pillars: peer advisory groups, individual coaching, expert speakers, and a global network of business leaders. Together, these elements create a system of support, challenge, and growth that helps leaders perform at [&hellip;]
- [Why I Chose TEC Canada as My Next Chapter](https://effectivemanagers.com/ceos/why-i-chose-tec-canada-as-my-next-chapter/): After more than two decades working with CEOs around the world, you’d think I’d seen it all. As a management consultant, I had the privilege of helping organizations tackle tough challenges from strategy execution and accountability to organization design and leadership development. It was intense, rewarding, and intellectually satisfying work. But something unexpected happened along the way. I started speaking to TEC Canada groups. I was invited to share my expertise with executive peer groups across the country. And every time I finished a session, I felt something I didn’t expect. Energy. Not just the satisfaction of a job well [&hellip;]
- [Fit to Role: Matching Human Capability to the Work](https://effectivemanagers.com/effective-managers/fit-to-role-matching-human-capability-to-the-work/): Even the best-designed organization will fail if people are not in roles that match their capability. I see this in every sector. A manager is overwhelmed by decisions that seem too complex. A high-performing employee is promoted and quickly burns out. A senior leader spends time redoing work that should have been delegated. These are not motivational issues. They are fit-to-role issues. The Science of Fit Elliott Jaques’ research showed that human capability grows over time. He described this as problem-solving capability—a person’s ability to handle increasing levels of complexity and uncertainty. This capability must match the complexity of work [&hellip;]
- [Complexity of Work: The Missing Link in Strategy Execution](https://effectivemanagers.com/effective-managers/complexity-of-work-the-missing-link-in-strategy-execution/): Every organization has a strategy. Most have a plan. Yet research shows that up to 70 percent of organizations fail to achieve their strategic goals. Why does this happen so often? The problem is rarely the strategy itself. It is the failure to execute. Execution breaks down when the structure of the organization does not match the complexity of the work that must be done. Managers and teams become overloaded, priorities blur, and accountability fades. That is why complexity of work is the missing link between great strategy and great performance. From Plans to Performance A strategy describes what an [&hellip;]
- [From Art to Science: The CEO’s Role in Getting Design Right](https://effectivemanagers.com/effective-managers/from-art-to-science-the-ceos-role-in-getting-design-right/): When organizations struggle to perform, many CEOs look to strategy, people, or processes for the answer. Yet the most fundamental issue is often overlooked. The structure itself is wrong. Roles are stacked too high or spread too thin, accountability is unclear, and decision-making slows to a crawl. This is not a people problem. It is a design problem. And organization design is a CEO accountability. Why the CEO Owns Design The CEO is the only person who can see the organization as a complete system. Others look upward or downward in the hierarchy, but only the CEO can see across [&hellip;]
- [The Hidden Science Behind Organization Design](https://effectivemanagers.com/effective-managers/the-hidden-science-behind-organization-design/): Most organizations evolve organically. A new role is added here, a reporting line shifts there, and before long what began as a clear structure starts to resemble sedimentary rock, layer upon layer formed by past decisions rather than deliberate design. It is no wonder that many leaders struggle with diluted focus, redundant work, and unclear accountability. Organization design is not guesswork. It is science. There are universal principles that determine how many layers an organization needs and what kind of work belongs in each layer. The foundation of that science is based on the concept of complexity of work: the [&hellip;]
- [From Uncertainty to Credibility: Why Professional Standards Matter Now](https://effectivemanagers.com/effective-managers/iso-20700-cmc-thriving-through-disruption/): The consulting profession is in a state of disruption. Artificial intelligence, digital transformation, shifting client expectations, and the ongoing turbulence of global events are reshaping the way consultants must work to deliver value. Every client I speak with is asking harder questions: What exactly will this engagement deliver? How will we measure success? What are the ethical guardrails? These aren’t peripheral concerns anymore—they are at the very center of our work. At the same time, the profession itself faces an identity challenge. The low barrier to entry means that anyone can call themselves a consultant. For clients, that makes it [&hellip;]
- [Thriving Through Disruption: The Future of the Consulting Profession](https://effectivemanagers.com/effective-managers/future-of-consulting-thriving-through-disruption/): The consulting profession is at a crossroads. Disruption has become the new normal, whether through global events, shifting trade relationships, climate change, or rapid advances in technology like artificial intelligence. Clients face more pressure than ever to adapt quickly, deliver results, and rethink how they operate. That uncertainty has profound implications for us as consultants. It means that the way we work, how we deliver value, and how we position ourselves in the marketplace all need to evolve. Why This Matters for Consultants The truth is that the consulting industry is more crowded than ever. Freelance platforms allow anyone to [&hellip;]
- [Why Do So Many Organizations Struggle with Strategy Execution?](https://effectivemanagers.com/effective-managers/why-organizations-struggle-with-strategy-execution/): It’s a staggering statistic: 70% of organizations fail to achieve their strategic goals. Most CEOs and executive teams spend considerable time and effort developing thoughtful strategies. Yet, far too often, those strategies stall when it comes time to execute. In today’s environment — with constant disruption from AI, economic uncertainty, inflationary pressures, and ongoing talent shortages — the challenge of execution has never been more pressing. So why does this happen? Why do so many well-designed strategies fail to deliver results? Strategy vs. Execution The truth is, strategy development is not the same as strategy execution. CEOs are generally strong [&hellip;]
- [Why Strategies Stall and How to Keep Momentum All Year](https://effectivemanagers.com/effective-managers/why-strategies-stall-and-how-to-keep-momentum-all-year/): For more than 20 years as a management consultant, and earlier in my career as a manager, executive, and head of organizations, I have seen the same pattern repeat. A leadership team launches a strong strategic plan in January. The priorities are clear, the decks look great, and energy is high. By March, progress is uneven. Hand-offs stall, people are busy, but outcomes are not moving, and meetings multiply without resolving the real issues. The strategy is rarely the problem. The translation to day-to-day work is. In one organization, for example, “Improve customer lead time” appeared on every slide, yet [&hellip;]
- [Why Social Processing Skills Matter More Than Ever](https://effectivemanagers.com/effective-managers/why-social-processing-skills-matter-more-than-ever/): If you&#8217;re the head of an organization, you already know that strategy alone doesn’t drive success &#8211; execution does. And execution depends on people. Not just their technical skills or motivation, but their ability to work together in a way that reinforces your structure, supports your goals, and reflects your values. That’s where social processing capability comes in. It’s not a buzzword. It’s a critical and often overlooked component of skilled knowledge, and a direct driver of organizational performance. Let me explain. What Is Social Processing? Social processing is the ability to understand and manage relationships at work. It’s how [&hellip;]
- [Why Now Is Exactly the Right Time to Join an Executive Peer Group](https://effectivemanagers.com/ceos/why-now-is-exactly-the-right-time-to-join-an-executive-peer-group/): Why Now Is Exactly the Right Time to Join an Executive Peer Group If you&#8217;re the head of an organization, you already know this truth: leadership can be lonely. The higher you go, the fewer people you can speak with openly and without consequence. Your team expects direction. Your board expects performance. And your competitors? They’re not likely to offer useful advice over coffee. This is exactly why executive peer groups exist — and why, in today’s economic climate, they’re not just helpful. They’re essential. The Pressure to Pause — and Why You Shouldn’t We’re entering a period of economic [&hellip;]
- [Strategy and Business Model](https://effectivemanagers.com/effective-managers/strategy-and-business-model/): Why Strategy Fails — and What to Do About It You’ve got a solid strategy. You’ve consulted the team, captured the big ideas, and built the plan. It’s thoughtful. Ambitious. Grounded. And yet — things still fall through the cracks. If this feels familiar, you’re not alone. Most organizations don’t struggle because they have the wrong strategy. They struggle because the strategy never truly makes it off the page. The execution breaks down. Not from lack of effort, but from lack of clarity. &nbsp; The Missing Link: Work That Works In my work with executives and leadership teams, I see [&hellip;]
- [Why Leaders Must Understand the Organization as a System](https://effectivemanagers.com/effective-managers/why-leaders-must-understand-the-organization-as-a-system/): You’ve seen it before: one department’s thriving while another is treading water. Everyone’s working hard—but the organization still isn’t delivering the results you need. The problem isn’t effort. It’s the system. In the first session of the Effective Managers Academy, we introduced the Organization Performance Model—using a tree analogy to illustrate how all parts of an organization are interconnected. Just like healthy leaves depend on strong roots, high-performing teams depend on aligned systems. Now it’s time to dig deeper. Session 2 Coming Soon! It is designed specifically for Owners, CEOs, Executives, and all Managers of Managers, this upcoming session dives [&hellip;]
- [How Organizations Really Work: The Performance Model That Drives Sustainable Success](https://effectivemanagers.com/effective-managers/how-organizations-really-work-the-performance-model-that-drives-sustainable-success/): This session introduces the foundational model behind the Academy—the same one I’ve used with leadership teams around the world. It helps you see your organization not just as a chart, but as a system: inputs, structure, leadership, and culture working together to deliver (or inhibit) performance. We’ll explore why symptoms like low accountability or unclear roles persist—even in high-performing teams—and how to address them systemically. &nbsp; Thinking Differently Starts Here In this opening session, you’ll discover: Why most accountability problems aren’t cultural—they’re structural How a mismatch in role complexity can quietly stall execution How organizations lose value by “over-designing” or [&hellip;]
- [The Consulting Advantage: Why Management Consulting Still Matters in an AI World](https://effectivemanagers.com/effective-managers/the-consulting-advantage-why-management-consulting-still-matters-in-an-ai-world/): The Consulting Advantage The management consulting profession is changing fast—and if you’ve felt the ground shifting under your feet, you’re not alone. Technology is transforming how we work, AI is automating tasks we once billed hours for, and clients are demanding faster, more focused outcomes. In this whirlwind of disruption, it’s fair to ask: Does management consulting still matter? The answer is a resounding yes—but with a caveat. The Value of Professional Judgment AI can gather data, summarize reports, even suggest actions. But it can’t truly diagnose an organizational issue. It can’t walk into a boardroom, observe interpersonal dynamics, weigh [&hellip;]
- [Employee Engagement Is Dropping - Because Managers Are Set Up to Fail](https://effectivemanagers.com/dwight-mihalicz/employee-engagement-is-dropping-because-managers-are-set-up-to-fail/): A recent Forbes article reports a sobering reality: employee engagement in the U.S. has dropped to its lowest level in a decade, with only 31% of employees feeling engaged in their work. Gallup’s data paints a clear picture of a workforce that is increasingly checked out, and it’s easy to point fingers—at the return-to-office mandates, at younger generations, or at economic uncertainty. But let’s be honest. This isn’t an employee problem. It’s a management problem. More precisely, it’s a systemic that sets managers up to fail—and employees are paying the price with frustration and disengagement. &nbsp; The Middle Management Squeeze [&hellip;]
- [Why Top Performers Don’t Always Make Great Managers](https://effectivemanagers.com/dwight-mihalicz/why-top-performers-dont-always-make-great-managers/): One of the most common assumptions in organizations is this: the best performer on a team is the best candidate to lead it. It seems logical. After all, high performers are dependable, they meet or exceed expectations, and they understand the work deeply. So when a management position opens up, many leaders instinctively turn to their top technical person. But this well-meaning decision often leads to a quiet crisis—one that can have a lasting impact on the team and the organization. High Performance ≠ Higher-Level Capability Just because someone excels at their current role doesn’t mean they are ready to [&hellip;]
- [Beyond the Peter Principle: How to Ensure the Right Fit for Every Role](https://effectivemanagers.com/ceos/beyond-the-peter-principle-how-to-ensure-the-right-fit-for-every-role/): One of the most common yet costly mistakes organizations make is promoting their best technical performer into a management role—without considering whether they have the capability to succeed at that level. While it may seem logical to reward high performance with advancement, this approach often leads to a double loss: the organization loses its top technical expert and gains an ineffective manager. This phenomenon is so widespread that it has a name: the Peter Principle. Employees tend to be promoted based on past performance rather than their ability to handle the complexity of work at the next level. As management [&hellip;]
- [Cultural Influences on Managerial Accountability](https://effectivemanagers.com/dwight-mihalicz/cultural-influences-on-managerial-accountability/): Balancing Universal Needs with Diverse Perspectives Introduction Accountability in management is universally acknowledged as a cornerstone of effective leadership and organizational success. However, how accountability is perceived and implemented can vary significantly across different cultural contexts. This blog explores the influence of cultural factors on managerial accountability and emphasizes the universal needs of individuals in the workplace, regardless of their cultural background. Universal Needs in the Workplace At the most fundamental level, every individual in the workplace has similar needs: the need for respect, recognition, security, and the opportunity for personal growth. These needs transcend cultural boundaries and are pivotal [&hellip;]
- [Fit to Role: Aligning Skills and Job Requirements for Optimal Performance](https://effectivemanagers.com/effective-managers/fit-to-role-aligning-skills-and-job-requirements-for-optimal-performance/): Introduction The alignment of employee skills with job requirements is not just beneficial, it is essential for maximizing employee engagement and the resulting productivity. This blog explores the importance of fit to role and how organizations can effectively match individual capabilities with job demands. &nbsp; Understanding Fit to Role Fit to role refers to the degree to which an employee&#8217;s skills, experience, and abilities match the demands of the job. When there&#8217;s a high fit to role, employees are more likely to perform effectively, exhibit greater job satisfaction, and have higher retention rates. This fit impacts not only individual success [&hellip;]
- [Leadership Styles and Accountability: How Different Styles Influence Team Accountability](https://effectivemanagers.com/effective-managers/leadership-styles-and-accountability/): Introduction Leadership style significantly influences how accountability is perceived and enforced within teams. Different styles can foster varying levels of transparency, empowerment, and commitment to organizational goals. This blog explores various leadership styles and their impact on enforcing accountability among team members, drawing insights from concepts discussed on www.effectivemanagers.com. &nbsp; Understanding Leadership Styles Leadership styles vary from autocratic and authoritative to participative and transformational. Each style has its unique approach to decision-making, delegation, and team interaction which profoundly affects how accountability is structured within the team. Autocratic Leadership: Autocratic leaders make decisions unilaterally, with little input from team members. While [&hellip;]
- [Cross-Functional Accountability and Authority: Enhancing Organizational Effectiveness](https://effectivemanagers.com/ceos/cross-functional-accountability-and-authority-enhancing-organizational-effectiveness/): Introduction Cross-functional projects and teams are important mechanisms for success, but also create challenges many organizations face. Properly understanding and implementing cross-functional authority is essential for ensuring smooth operations and effective collaboration. This blog delves into the six types of cross-functional authority defined in my framework, The Effective Point of Accountability®, and explores how they enhance workflow and project success. &nbsp; The Six Forms of Cross-Functional Authority Cross-functional accountability and authority into six specific forms, each designed to facilitate different aspects of organizational interaction and accountability: Informing: Advising &#8211; This form of authority allows one role to provide advice to [&hellip;]
- [The Foundations of Managerial Accountability](https://effectivemanagers.com/effective-managers/the-foundations-of-managerial-accountability/): How Defining Clear Roles and Accountabilities Enhances Organizational Performance The foundations of managerial accountability are crucial for organizational success, which is increasingly driven by swift decision-making and effective execution. The concept of managerial accountability stands out as a critical pillar for high-performing organizations. This blog delves into how defining clear roles and accountabilities can significantly enhance organizational performance, drawing on the principles discussed on www.effectivemanagers.com. The Importance of Managerial Accountability Managerial accountability is the commitment of managers to deliver specific agreed-upon results, and the understanding that they are accountable for their actions and outcomes. It&#8217;s about setting clear expectations for [&hellip;]
- [Mentoring and Coaching: Developing Future Leaders](https://effectivemanagers.com/effective-managers/mentoring-and-coaching/): Mentoring and coaching are two essential practices that play a critical role in leadership development. Both foster a culture of growth and help individuals enhance their skills, setting the stage for long-term success. By cultivating future leaders through mentoring and coaching, organizations not only improve performance but also create a robust pipeline of talent. Let’s explore the importance of these practices and how to implement them effectively to develop future leaders. &nbsp; The Importance of Mentoring and Coaching Mentoring and coaching offer unique, complementary benefits for leadership development. Mentoring typically involves a long-term relationship where a more experienced leader provides [&hellip;]
- [The Psychology of Decision Making in Management: Understanding Key Influences](https://effectivemanagers.com/effective-managers/the-psychology-of-decision-making-in-management-understanding-key-influences/): Effective decision-making is the cornerstone of successful management, but it’s far from a purely logical process. Psychological factors deeply influence how managers assess information, weigh options, and ultimately make decisions. Understanding these factors is crucial for improving decision quality. In this article, we explore how cognitive biases, emotions, and social influences impact managerial decisions and offer strategies to enhance the decision-making process. &nbsp; Psychological Influences on Decision Making Managers face a range of psychological influences that shape their decisions, often unconsciously. Among the most prominent of these are cognitive biases. Cognitive biases are systematic patterns of deviation from rational judgment. [&hellip;]
- [Effective Delegation: Empowering Teams for Better Results](https://effectivemanagers.com/effective-managers/effective-delegation-empowering-teams-for-better-results/): Effective delegation is a powerful leadership skill that drives team performance and helps achieve better outcomes. It’s not just about assigning tasks—it’s about choosing the right people, providing the necessary support, and holding team members accountable. When done right, delegation allows leaders to focus on strategic priorities while empowering their teams to grow and contribute meaningfully. Let’s explore the key strategies for successful delegation and how to overcome common challenges. &nbsp; The Importance of Delegation Delegation offers significant benefits for both leaders and their teams. By distributing tasks, leaders free themselves to focus on higher-level goals, such as strategic planning [&hellip;]
- [The Future of Leadership: Embracing Change in a Dynamic World](https://effectivemanagers.com/effective-managers/the-future-of-leadership-embracing-change-in-a-dynamic-world/): Leadership is evolving at an unprecedented pace, driven by technological advancements, shifting workforce expectations, and a global push for more adaptable, empathetic leaders. As organizations grapple with these changes, it’s essential for leaders to not only keep up but also stay ahead of the curve. The post-pandemic world has transformed how we view leadership, making adaptability, empathy, and digital fluency key competencies for today’s leaders. &nbsp; Navigating the Digital Transformation Technology is one of the biggest catalysts for change in leadership. The rise of automation, artificial intelligence (AI), and digital tools has reshaped the way teams operate, and leaders must [&hellip;]
- [Breaking the Echo Chamber: How Peer Advisory Groups Challenge Your Thinking](https://effectivemanagers.com/ceos/breaking-the-echo-chamber-how-peer-advisory-groups-challenge-your-thinking/): Introduction As a CEO, there are few things more satisfying than seeing year-over-year growth. When business is booming and your strategy is paying off, it’s easy to feel confident in your direction. However, success can also breed complacency. Breaking the echo chamber of comfort and familiarity is crucial; when things are going well, it’s natural to ease off the gas pedal, stop seeking new opportunities, and overlook potential efficiencies that could yield even greater returns. This is where peer advisory groups like those offered by TEC Canada come into play. Even for successful CEOs, these groups provide a crucial space [&hellip;]
- [The Future of Work: Trends and Predictions](https://effectivemanagers.com/effective-managers/the-future-of-work-trends-and-predictions/): The future of work is undergoing a profound transformation, shaped by rapid technological advancements, shifting workforce dynamics, and evolving societal expectations. These changes present both challenges and opportunities for organizations and individuals alike. Understanding these trends is essential for preparing for the future, and those who adapt will thrive in the dynamic work environment ahead. &nbsp; Technological Advancements and Their Impact One of the most significant forces driving change in the workplace is technology, particularly automation and artificial intelligence (AI). These innovations are fundamentally altering how work is done, especially by automating routine tasks and enabling more data-driven decision-making. Automation [&hellip;]
- [A Trusted Space: How Peer Groups Offer Honest, Actionable Feedback for CEOs](https://effectivemanagers.com/dwight-mihalicz/a-trusted-space-how-peer-groups-offer-honest-actionable-feedback-for-ceos-2/): Introduction CEOs often walk a fine line when sharing their thoughts within their organizations. They are expected to lead with confidence and vision, but the reality is that many ideas are still in the exploratory phase. Sharing an unrefined idea or discussing a tough issue can easily create fear, confusion, or even unnecessary expectations within the leadership team. For a CEO, this can be incredibly challenging. Where can they process their thoughts, brainstorm big opportunities, or troubleshoot complex problems without creating ripples throughout the organization?   Peer advisory groups, like those offered by TEC Canada, provide that trusted space where [&hellip;]
- [Leading Through Crisis: Key Strategies for Success](https://effectivemanagers.com/effective-managers/leading-through-crisis-key-strategies-for-success/): Leading through a crisis requires a combination of preparation, resilience, and decisive leadership. As a leader, you need to be proactive in your approach, stay composed under pressure, and foster trust within your organization. Let’s walk through the key strategies that can help you navigate challenging times effectively. &nbsp; Prepare in Advance One of the most important aspects of crisis management is being prepared in advance. Having a well-thought-out crisis management plan in place before a crisis hits can make all the difference. This plan should clearly define roles, responsibilities, and the procedures to follow when a crisis occurs. It’s [&hellip;]
- [Why CEOs Don’t Have to Lead Alone: The Case for Peer Advisory Groups](https://effectivemanagers.com/dwight-mihalicz/why-ceos-dont-have-to-lead-alone-the-case-for-peer-advisory-groups/): Introduction Leadership, especially at the CEO level, can often feel like a solitary journey. While CEOs are responsible for guiding the company, motivating the executive team, and driving strategic initiatives, there’s often no one within the organization to confide in or brainstorm with. Whether it’s because of the need for confidentiality, concerns about raising expectations, or simply the desire to avoid creating unease, many CEOs find themselves without a trusted sounding board. &nbsp; This is where peer advisory groups, like those offered by TEC Canada, become invaluable. They provide CEOs with a safe, confidential space to discuss their biggest challenges, [&hellip;]
- [Best Practices in Client Relationship Management](https://effectivemanagers.com/dwight-mihalicz/best-practices-in-client-relationship-management/): Key Strategies for Building and Maintaining Strong Client Relationships &nbsp; Effective client relationship management is crucial for the long-term success of any business. This blog outlines key strategies for building and maintaining strong client relationships. By adopting these best practices, businesses can enhance client satisfaction, foster loyalty, and drive growth. &nbsp; Understanding Client Relationship Management What is Client Relationship Management? Client relationship management (CRM) involves managing interactions with current and potential clients to build and maintain strong relationships. CRM strategies are designed to improve client satisfaction, increase retention, and create long-term business value. This involves understanding client needs, providing exceptional [&hellip;]
- [The Power of Collective Wisdom: Why Peer Advisory Groups Are a CEO’s Secret Weapon](https://effectivemanagers.com/dwight-mihalicz/the-power-of-collective-wisdom-why-peer-advisory-groups-are-a-ceos-secret-weapon/): Introduction Being a CEO can be a lonely and isolating experience. While you’re expected to have all the answers, the reality is that leading an organization often means navigating uncharted waters. No one individual, no matter how skilled or experienced, has all the answers. That&#8217;s where peer advisory groups come in—a trusted space where you can tap into the collective wisdom of other CEOs who face similar challenges. &nbsp; Peer advisory groups, such as those offered by TEC Canada, aren’t just a source of knowledge; they are a strategic advantage, a sounding board, and a place where growth happens through [&hellip;]
- [Balancing Work-Life Integration in High-Pressure Roles](https://effectivemanagers.com/dwight-mihalicz/balancing-work-life-integration-in-high-pressure-roles/): Strategies for Managing Work-Life Balance in Demanding Jobs Achieving work-life balance is more critical than ever. This blog outlines strategies to manage work-life balance effectively, even in demanding roles. The goal is to blend professional and personal responsibilities seamlessly, promoting overall well-being and productivity. Understanding Work-Life Integration What is Work-Life Integration? Work-life integration is about blending work and personal life in a way that they complement each other. Unlike traditional work-life balance, which often involves a strict separation between work and personal time, work-life integration recognizes the interconnectedness of the two and seeks to create a harmonious blend. This approach [&hellip;]
- [The Role of Emotional Intelligence in Management](https://effectivemanagers.com/dwight-mihalicz/the-role-of-emotional-intelligence-in-management/): Discussing the Importance of Emotional Intelligence in Effective Management Effective management goes beyond technical skills and industry knowledge. A crucial component of successful leadership is emotional intelligence (EQ). Emotional intelligence, often abbreviated as EQ (Emotional Quotient) or EI, refers to the ability to recognize, understand, manage, and utilize emotions effectively in ourselves and others. This blog discusses the importance of emotional intelligence in management and offers practical insights for managers aiming to enhance their EQ for better leadership outcomes. What is Emotional Intelligence? Emotional intelligence is the capacity to be aware of, control, and express one&#8217;s emotions judiciously and empathetically. [&hellip;]
- [Navigating Organizational Politics for Career Advancement](https://effectivemanagers.com/dwight-mihalicz/navigating-organizational-politics-for-career-advancement/): Tips for Understanding and Navigating Internal Politics for Professional Growth Navigating organizational politics is an essential skill for career advancement. Whether you are a new hire or an experienced professional, understanding and effectively managing internal politics can significantly impact your career growth. In this blog, we will explore key strategies for navigating organizational politics, drawn from the expertise available on Effective Managers. These insights will help you build strong relationships, communicate effectively, and position yourself for professional success. Let&#8217;s delve into the practical tips for mastering the political landscape of your workplace. Understanding Organizational Politics What Are Organizational Politics? Organizational [&hellip;]
- [Building High-Performance Cultures with the Effective Point of Accountability](https://effectivemanagers.com/dwight-mihalicz/building-high-performance-cultures-with-the-effective-point-of-accountability/): Building High-Performance Cultures with the Effective Point of Accountability As consultants, we don’t have much authority within our client’s organization; we only have the authority that our clients give us. This constrains us from directly implementing our recommendations. But what about within the organization? Does your client understand how accountability works in the organization? How can we as consultants help clients understand the nature of accountability? Even more so, how do we help our clients create a culture of accountability? Accountability matters. Intuitively we know that when people are held to account performance is better. But what is accountability? How [&hellip;]
- [Innovative Leadership: Thinking Outside the Box](https://effectivemanagers.com/dwight-mihalicz/innovative-leadership-thinking-outside-the-box/): Sharing Ideas and Approaches for Creative and Innovative Leadership In today&#8217;s business environment, innovative leadership is more important than ever. It’s about thinking outside the box, embracing new ideas, and leading teams through change and uncertainty. This blog explores various ideas and approaches for fostering creative and innovative leadership in the workplace. The Essence of Innovative Leadership  Innovative leadership is characterized by a willingness to challenge the status quo and a commitment to continuous improvement. It involves not just generating new ideas but also creating an environment where innovation can thrive. This type of leadership requires flexibility, adaptability, and a [&hellip;]
- [Strategies for Successful Conflict Resolution in the Workplace: Techniques for Managing and Resolving Conflicts Among Team Members](https://effectivemanagers.com/dwight-mihalicz/strategies-for-successful-conflict-resolution-in-the-workplace-techniques-for-managing-and-resolving-conflicts-among-team-members/): Conflict in the workplace is an inevitable aspect of any organization, especially as teams become more diverse and the work environment becomes increasingly dynamic. Effective conflict resolution is crucial for maintaining a healthy workplace and ensuring team cohesion.  Understanding the Nature of Workplace Conflicts  Conflicts in the workplace can arise from a variety of sources, including differences in personality, work styles, or opinions. It&#8217;s important for managers to understand that not all conflict is harmful; some conflicts can lead to positive outcomes like better ideas and solutions. The key is to manage conflicts constructively. Effective conflict resolution requires understanding the [&hellip;]
- [The Impact of Cultural Diversity on Team Effectiveness: Exploring the Advantages and Challenges of Culturally Diverse Teams](https://effectivemanagers.com/effective-managers/the-impact-of-cultural-diversity-on-team-effectiveness-exploring-the-advantages-and-challenges-of-culturally-diverse-teams/): The Impact of cultural diversity in the workplace is becoming more prevalent. Diverse teams bring a range of perspectives, experiences, and skills, contributing significantly to organizational effectiveness and innovation. However, managing cultural diversity effectively can be challenging. Advantages of Cultural Diversity in Teams Enhanced Creativity and Innovation: Diverse teams, with a variety of perspectives and experiences, are often more creative and innovative. Different cultural backgrounds mean different ways of thinking, solving problems, and approaching tasks, which can lead to more innovative solutions. Broader Range of Skills and Insights: Culturally diverse teams bring together a wider range of skills and insights. [&hellip;]
- [The Organizational Tree: A Model for Sustainable Performance](https://effectivemanagers.com/dwight-mihalicz/the-organizational-tree-a-model-for-sustainable-performance/): Over the years, I’ve come to appreciate how much organizations resemble living systems. Much like a tree, an organization thrives when all its elements work together in harmony, drawing strength from deep roots and expanding upwards toward the light. This analogy is central to the Organizational Tree Model, a framework I’ve developed to help management consultants diagnose and enhance organizational performance. In the upcoming webinar, &#8220;Transforming Organizations: The Consultant&#8217;s Blueprint for Success,&#8221; hosted by CMC-Canada, we’ll explore this model in detail. The tree serves as a powerful visual tool that encapsulates the complexity of organizational dynamics while keeping the focus [&hellip;]
- [Accountability and Authority: The Foundation of Top Performing Organizations](https://effectivemanagers.com/dwight-mihalicz/accountability-and-authority-the-foundation-of-top-performing-organizations/): In consulting, we often encounter organizations that are struggling with inefficiencies, missed targets, or internal conflicts. Dig a little deeper, and you’ll often find the root cause lies in a lack of clear accountability and authority. These two concepts, though straightforward, are absolutely critical to an organization’s success. Yet, in my experience, they are frequently overlooked or misunderstood. Addressing this gap can transform an organization from chaotic and reactive to streamlined and proactive. Reflecting on my years in the field, I’ve seen firsthand how organizations falter when these foundational elements are absent. It&#8217;s like building a house without a solid [&hellip;]
- [Why Most Strategies Fail: Unlocking the Secrets to Effective Implementation](https://effectivemanagers.com/dwight-mihalicz/why-most-strategies-fail-unlocking-the-secrets-to-effective-implementation/): As management consultants, we often find ourselves at the intersection of strategy and execution. We help our clients develop ambitious plans to achieve their goals, but, too often those plans fail to deliver the expected results. It’s a frustrating experience for both the consultant and the client, especially when the strategy itself seems sound. Over the years, I’ve learned that the real challenge lies not in the strategy but in its implementation. This gap between vision and reality is where many organizations stumble—and where we, as consultants, can provide immense value. In my upcoming webinar, &#8220;Transforming Organizations: The Consultant&#8217;s Blueprint [&hellip;]
- [Diagnosing Root Causes: The Key to Long-Term Organizational Success](https://effectivemanagers.com/dwight-mihalicz/diagnosing-root-causes-the-key-to-long-term-organizational-success/): Diagnosing Root Causes is the key to long-term organizational success. As management consultants, we’ve all encountered clients who repeatedly struggle with the same issues—low employee engagement, sluggish growth, or failed strategies. Often, these problems are treated with quick fixes that only address symptoms, leading to temporary relief but not lasting improvement. Over the years, I’ve come to realize that the key to driving long-term success in any organization lies in our ability to diagnose and address root causes rather than just treating the symptoms. &nbsp; In my upcoming webinar, &#8220;Transforming Organizations: The Consultant&#8217;s Blueprint for Success,&#8221; hosted by CMC-Canada as [&hellip;]
- [Agile Methodology: Understanding and Implementing It](https://effectivemanagers.com/dwight-mihalicz/agile-methodology-understanding-and-implementing-it/): A Guide to Agile Practices and Their Benefits in Today&#8217;s Dynamic Business Environment &nbsp; In to-day’s business landscape, agility has become a key driver for success. Agile methodology, originally conceived for software development, has transcended its IT roots to become a vital approach in various business sectors. &nbsp; The Essence of Agile Methodology  &nbsp; Agile methodology is underpinned by the Agile Manifesto, which emphasizes individuals and interactions over processes and tools, working solutions over comprehensive documentation, customer collaboration over contract negotiation, and responding to change over following a plan. This approach promotes flexibility, team collaboration, customer focus, and responsiveness to [&hellip;]
- [Effective Communication Strategies for Managers: Offering Tips and Techniques for More Effective Communication](https://effectivemanagers.com/dwight-mihalicz/effective-communication-strategies-for-managers/): Effective communication is a cornerstone of successful management. It&#8217;s about more than just exchanging information; it&#8217;s about understanding the emotion and intentions behind that information. In today&#8217;s dynamic workplace, managers must master various communication strategies to lead their teams effectively.  Communication is also a skill that is needed for one of the most important of the 5 Requirements of Effective Managers: Feedback Loops Understanding the Basics of Communication  Communication is a two-way process involving speaking and listening. Managers should actively listen to their team members, showing empathy and understanding. This builds trust and respect, leading to more open and honest [&hellip;]
- [Harnessing the Power of Networking: The Benefits of Joining TEC Canada](https://effectivemanagers.com/dwight-mihalicz/harnessing-the-power-of-networking/): In the realm of business, networking is more than a valuable skill; it is a cornerstone of professional growth and success. For executives and entrepreneurs, the ability to connect with peers, share insights, and collaborate on solutions is crucial. TEC Canada stands at the forefront of facilitating these connections through its extensive executive network, offering unparalleled opportunities for members to grow both personally and professionally. Here, we explore how joining TEC Canada can transform your career through the power of networking. The Essential Role of Networking in Professional Growth Networking is often described as the backbone of business development. It [&hellip;]
- [Leveraging AI for Enhanced Business Performance](https://effectivemanagers.com/dwight-mihalicz/leveraging-ai-for-enhanced-business-performance/): Examining Practical Applications of Artificial Intelligence (AI) in Improving Business Processes Leveraging AI into business operations has become a transformative force across various industries. AI&#8217;s ability to analyze vast amounts of data, automate complex processes, and provide insights has revolutionized how businesses approach efficiency and innovation.  AI in Streamlining Operations  AI technology has made significant strides in optimizing operational efficiency. Automated algorithms can handle repetitive tasks, freeing human resources for more strategic activities. In supply chain management, AI can predict inventory needs, manage logistics, and optimize routes in real-time. This not only reduces operational costs but also improves delivery times, [&hellip;]
- [The Future of Leadership: Embracing Change in the Post-Pandemic World](https://effectivemanagers.com/dwight-mihalicz/the-future-of-leadership-embracing-change-in-the-post-pandemic-world/): The COVID-19 pandemic has brought unprecedented changes to the business world, challenging traditional leadership models and pushing leaders to adapt in ways previously unimaginable. As we navigate this post-pandemic landscape, it&#8217;s clear that the future of leadership hinges on embracing change and evolving to meet new demands. This transformation involves not only adjusting to new realities like remote work and digital transformation but also developing key traits such as agility and empathy. Remote Work: Redefining the Workplace The shift to remote work was one of the most significant changes brought about by the pandemic. What started as a temporary solution [&hellip;]
- [The Evolution of Management Consulting in the Digital Age](https://effectivemanagers.com/dwight-mihalicz/the-evolution-of-management-consulting-in-the-digital-age/): The Evolution of Management Consulting in the Digital Age Exploring How Digital Transformation Is Reshaping Management Consulting Practices &nbsp; Management consulting has always been a dynamic field, adapting to changes in business practices, economic conditions, and technological advancements. The digital age, marked by rapid technological innovation, has brought about significant transformations in this sector. This blog explores how digital transformation is reshaping management consulting practices, offering both challenges and opportunities. &nbsp; The Rise of Digital Technologies The onset of digital technologies like artificial intelligence (AI), big data analytics, and cloud computing has drastically changed how businesses operate. For management consultants, [&hellip;]
- [Unlocking Leadership Potential with TEC Canada: A TEC Chair's Perspective](https://effectivemanagers.com/dwight-mihalicz/unlocking-leadership-potential-with-tec-canada-a-tec-chairs-perspective/): In today&#8217;s rapidly evolving business landscape, the role of a leader has never been more challenging or more critical. As a TEC Chair, I have witnessed firsthand the transformative impact that TEC Canada has on business leaders, executives, and entrepreneurs. TEC Canada is not just an organization; it is a dynamic community dedicated to fostering leadership excellence, driving innovation, and achieving remarkable results. Peer Advisory Groups: The Power of Collective Wisdom One of the core offerings of TEC Canada is its Peer Advisory Groups. These groups are a unique assembly of leaders from diverse, non-competing industries who come together to [&hellip;]
- [Building Resilient Teams in Remote Work Environments](https://effectivemanagers.com/effective-managers/building-resilient-teams-in-remote-work-environments/): Introduction The evolution of the workplace into a remote setting and building resilient teams has introduced unique challenges in team management. This blog dives into the nuances of fostering resilience in remote teams, a crucial aspect for thriving in today&#8217;s digitally connected world. &nbsp; The Unique Landscape of Remote Work Remote teams operate in an environment devoid of traditional office boundaries, characterized by diverse geographical locations and reliance on digital communication tools. This new landscape can lead to obstacles like miscommunication, feelings of isolation, and blurred lines between work and personal life, challenging the resilience of even the most robust [&hellip;]
- [ISO 20700 Training: Maximizing Impact and Professional Growth](https://effectivemanagers.com/consultants/iso-20700-training-maximizing-impact-and-professional-growth/): In the rapidly changing world of management consulting, keeping pace with industry advancements is crucial. ISO 20700 training has emerged as a vital tool for consultants eager to amplify their influence and foster their professional development. More than just an enhancement to your skill set, this training offers a transformative journey that can reshape your approach to consultancy. In this blog, we explore the enduring benefits of ISO 20700, highlighting its significance in career progression, elevating service quality, and fostering ongoing professional development for management consultants. &nbsp; Career Progression through Recognition as a Practitioner   Completing ISO 20700 training recognizes you [&hellip;]
- [The Competitive Edge: ISO 20700 Certification for Management Consultant](https://effectivemanagers.com/consultants/embracing-the-iso-20700-standard/): In the dynamic and competitive world of management consulting, standing out is essential. Embracing the ISO 20700 standard as a practitioner has become a significant differentiator, offering consultants a distinct competitive advantage. Achieving recognition as a practitioner through ICMCI Checklist training goes beyond earning a mere certificate of completion; it signifies a consultant&#8217;s dedication to excellence, adherence to global standards, and commitment to best practices. In this blog, we will delve into the comprehensive benefits of ISO 20700 training and how it can boost your profile in the management consulting industry. &nbsp; Setting a Global Benchmark   The ISO 20700 standard [&hellip;]
- [Tailoring the ISO 20700 Checklist to Your Consulting Projects](https://effectivemanagers.com/consultants/tailoring-the-iso-20700-checklist-to-your-consulting-projects/): In the dynamic world of management consulting, the ability to adapt and customize tools to the unique demands of each project is crucial. The ISO 20700 checklist, a pivotal tool for consultants, is designed with this flexibility in mind. This checklist isn&#8217;t just a rigid set of rules; it&#8217;s a dynamic framework that can be tailored to a wide range of project types and sizes. In this blog, we delve into how you can customize the ISO 20700 checklist to enhance the effectiveness and relevance of your consulting projects, demonstrating its versatility and applicability across various scenarios. &nbsp; Understanding the [&hellip;]
- [ISO 20700 and Client Relationships: Building Trust and Transparency](https://effectivemanagers.com/consultants/iso-20700-and-client-relationships-building-trust-and-transparency/): In the evolving and complex field of management consulting, the relationship between a consultant and their client is vital to success. It&#8217;s a relationship built on trust, transparency, and mutual understanding. This is where ISO 20700, the international standard for management consulting services, plays a crucial role. ISO 20700 is more than a set of guidelines; it&#8217;s a blueprint for cultivating robust client relationships grounded in trust and clarity. In this blog, we will explore how adherence to ISO 20700 can fortify these relationships, making them more effective and enduring. &nbsp; Establishing Trust Through a Global Standard Trust is the [&hellip;]
- [From Expert to Trusted Advisor: The Role of ISO 20700 in Management Consulting](https://effectivemanagers.com/consultants/from-expert-to-trusted-advisor-the-role-of-iso-20700-in-management-consulting/): In the world of management consulting, being an expert isn&#8217;t just about having extensive knowledge in your field; it&#8217;s about becoming a trusted advisor to your clients. This transformation is pivotal in elevating your consulting practice, and it&#8217;s where ISO 20700 plays a crucial role. ISO 20700 isn&#8217;t merely a set of guidelines; it&#8217;s a catalyst for consultants seeking to enhance their credibility and align with global standards. In this blog, we&#8217;ll explore how ISO 20700 training can be a game-changer in your journey from being an expert to a trusted advisor. Establishing a Global Standard of Excellence ISO 20700 [&hellip;]
- [Enhancing Consultancy Services with ISO 20700 Guidelines](https://effectivemanagers.com/consultants/delivering-exceptional-service-is-the-cornerstone-of-success/): In the fast-moving world of management consulting, delivering exceptional service is the cornerstone of success. This is where the ISO 20700 standard comes into play, serving as a beacon for excellence. These guidelines are more than just a set the foundation for the delivery of management consulting services. They are a transformative tool that can significantly enhance the quality of consultancy services. In this blog, we will explore the practical applications of ISO 20700 in consultancy projects and how they lead to better project outcomes and heightened client satisfaction. Setting a Global Standard The ISO 20700 guidelines establish a global [&hellip;]
- [Navigating ISO 20700 Training Options: A Comprehensive Guide](https://effectivemanagers.com/consultants/navigating-iso-20700-training-options/): For management consultants eager to excel in their field, understanding and implementing the ISO 20700 standard is a crucial step. However, the journey to mastering these guidelines begins with choosing the right training option. ISO 20700 training comes in various formats &#8211; live virtual, in-person, and on-demand online &#8211; each catering to different learning styles and logistical needs. This blog aims to help you navigate these options, ensuring you select the most suitable one for your professional development. &nbsp; Live Virtual Training: Real-Time Learning with Flexibility Live virtual training offers the best of both worlds: the interactive experience of a [&hellip;]
- [Why ISO 20700 Matters: The Future of Management Consulting](https://effectivemanagers.com/consultants/why-iso-20700-matters-the-future-of-management-consulting/): In the fast-paced and evolving world of management consulting, staying ahead of the curve is paramount. The introduction of ISO 20700, the first global service delivery standard for management consultants, marks a significant milestone in this pursuit. This standard is not just a guideline; it&#8217;s a visionary step forward, shaping the future of the industry. In this blog, we&#8217;ll explore why ISO 20700 is so crucial and how it&#8217;s set to redefine the standards and expectations of management consulting. Pioneering a Global Benchmark ISO 20700 is groundbreaking as it establishes a global benchmark for delivering management consultancy services. This international [&hellip;]
- [Understanding ISO 20700: Elevating Your Management Consultancy](https://effectivemanagers.com/consultants/understanding-iso-20700-elevating-your-management-consultancy/): In the dynamic and highly competitive world of management consulting, standing out is crucial. This is where ISO 20700 comes into play. It&#8217;s not just another industry buzzword; it&#8217;s a game-changer for those looking to elevate their consulting services to new heights. In this blog, we&#8217;ll dive deep into what ISO 20700 is, its significance in the consulting industry, and how mastering these guidelines can significantly differentiate your consultancy in the marketplace. What is ISO 20700? ISO 20700, developed by the International Organization for Standardization (ISO), is the first global service delivery standard specifically designed for management consulting services. This [&hellip;]
- [The CEO's Role in Driving Organizational Change](https://effectivemanagers.com/dwight-mihalicz/the-ceos-role-in-driving-organizational-change/): Introduction Initially, a CEO must recognize and understand the need for change in the organization. This involves observing market trends, internal performance metrics, and feedback from customers and employees. Once these factors are analyzed, the CEO can identify specific areas where change is necessary and drive organization change. The final step is to communicate this need effectively to the organization. It&#8217;s about crafting a narrative that explains why change is crucial for the organization&#8217;s future success and how it aligns with the company&#8217;s mission and values. Understanding the Need for Change Initially, a CEO must recognize and understand the need [&hellip;]
- [The ISO 20700 Checklist: A Game-Changer for Management Consultants](https://effectivemanagers.com/consultants/the-iso-20700-checklist-a-game-changer-for-management-consultants/): In the ever-evolving landscape of management consulting, the ISO 20700 checklist emerges as a pivotal tool, revolutionizing the way consultancy services are delivered. This checklist, an integral part of the ISO 20700 standard, has been developed by the International Council of Management Consulting Institutes (ICMCI) to guide consultants in delivering top-tier services. Let&#8217;s delve into how this checklist is changing the game, enhancing transparency in projects, and fostering stronger client relationships. What is the ISO 20700 Checklist? The ISO 20700 checklist is a comprehensive tool designed to help management consultants implement the ISO 20700 guidelines effectively in their projects. This [&hellip;]
- [Bridging the Gap: From the Consulting Industry to the Management Consulting Profession](https://effectivemanagers.com/dwight-mihalicz/bridging-the-gap-from-the-consulting-industry-to-the-management-consulting-profession/): In the world of consulting, a distinction is often overlooked: the difference between the industry at large and the profession of management consulting. This distinction is crucial, as it separates those who simply sell hours for dollars from those committed to a higher standard of service, ethics, and accountability. In this article, we explore this distinction, the role of ISO 20700 as a gateway to the profession, and how it paves the way towards certification as a Certified Management Consultant (CMC). Understanding the Consulting Industry The consulting industry is broad and diverse, encompassing a wide range of services, expertise, and [&hellip;]
- [Is AI Technology on the Verge of Displacing Humans?](https://effectivemanagers.com/dwight-mihalicz/is-ai-technology-on-the-verge-of-displacing-humans/): According to headlines and news commentators, life as we know it is about to change dramatically. AI would seem to be on the verge of displacing humans completely. Check these out: Global AI experts sound the alarm in unique report – University of Cambridge The AI Arms Race Is Changing Everything – Times Magazine How to Survive the A.I. Revolution &#8211; Stanford University The AI Revolution Is Happening Now – Forbes The AI industrial revolution puts middle-class workers under threat this time – The Guardian Perhaps most startling, Digitaltrends published an article, GPT-5 could soon change the world in one [&hellip;]
- [Accountability: Context and Boundaries of Cross Functional Work](https://effectivemanagers.com/dwight-mihalicz/accountability-context-and-boundaries-of-cross-functional-work/): Cross functional work is one of those concepts that sounds easy to implement in theory, but in practice, you may have varying results. As most other processes within the organization, it all depends on how your organization works and whether you know how to implement it efficiently. Accountability is crucial for the proper implementation of cross functional work and keeping the business running smoothly, even though it might not seem that way right off the bat. One of the frequent problems encountered has to do with context and boundaries of cross-functional work. This is all about who sets the framework [&hellip;]
- [Feedback – What It Is and Why It Is Essential?](https://effectivemanagers.com/dwight-mihalicz/feedback-what-it-is-and-why-it-is-essential/): Managers are well aware of the existence of feedback. Employees are no strangers to it either. But what is feedback, and why is it essential? A key role of a manager is to monitor the work of team members, and then support and coach them towards improved performance. Doing this includes providing team members with feedback. It&#8217;s a good symbiosis that works, or at least it should. However, it often doesn&#8217;t. Employees usually hate getting feedback. Rarely do managers focus on the positive, though that should be the norm. They only focus on what the employees are doing wrong and [&hellip;]
- [Consulting in Mongolia- a Personal Journey](https://effectivemanagers.com/dwight-mihalicz/consulting-in-mongolia-a-personal-journey/): One of the pleasures of being a Certified Management Consultant is to meet and collaborate with CMC peers from around the world. One such colleague is Altantuya Altankhuu (Tuya), currently the Chair of our management consulting Institute in Mongolia. In the spring of 2022 Tuya told her story: Consulting in Mongolia- a Personal Journey, to the members of our Institute in the UK. I had the pleasure of working with Tuya in Mongolia, and more recently completing an 18 month virtual project with one of Mongolia&#8217;s leading retailers. The feature picture from this article was taken (with my wife Donna [&hellip;]
- [International Standards for Management Consulting](https://effectivemanagers.com/dwight-mihalicz/international-standards-for-management-consulting/): Here is an article written by David Norman, Chair at The Consultants Peer Group (TCPG). and leader in the management consulting profession. David has created TCPG, a peer group for and about consultants only. David is a very experienced management consultant, currently on the national board of the Institute of Management Consultants in the USA.  He has launched this initiative to help other consultants, in non-competing market segments, grow and thrive and to avoid mistakes/pitfalls. I love his tag line: Coaching consultants beyond start-up to success and on to significance. David recently completed the ICMCI ISO 20700 checklist training program [&hellip;]
- [Personal Accountability: How do I Manage Myself if My Manager Won't Manage Me?](https://effectivemanagers.com/dwight-mihalicz/personal-accountability-how-do-i-manage-myself-if-my-manager-wont-manage-me/): This is a real quandary. Effective managers know that the most important part of their job is to manage their team members. This includes setting context for their work and delegating clearly their accountabilities. In other words, having personal accountability for their managerial leadership work. And yet most managers in organizations do not focus enough on their managerial leadership work. They either don&#8217;t value doing this work, don&#8217;t have the skills, or they have been over-promoted and don&#8217;t have the capability to provide value-added leadership to their team. If you are not delegated the accountability you need for focus and [&hellip;]
- [Planning - Not an Optional Extra!](https://effectivemanagers.com/dwight-mihalicz/planning-not-an-optional-extra/): Planning is not an optional activity for managers.  And whether you are managing a front-line team or the Head of an organization, you are a manager. The head of the organization has the strategic plan which is also their personal  plan. Everyone else in the organization who is accountable for a team must also have a plan. Why? Without a plan, the manager of a team is like a paper boat in a creek. That paper boat is subject to every change in current, wind or obstacle. The boat will end up where the creek pushes it. In to-days world, [&hellip;]
- [The Top 5 Reasons Consultants Should Take the ISO 20700 Training](https://effectivemanagers.com/dwight-mihalicz/the-top-5-reasons-consultants-should-take-the-iso-20700-training/): If you are a management consultant looking to improve your skills and differentiate yourself in the marketplace, then you need to take ISO 20700 Checklist Training. This course will help you understand the ISO 20700 guidelines for the effective delivery of management consultancy services. The use of this checklist tool developed by the International Council of Management Consulting Institutes (ICMCI) will help you apply these guidelines on all your projects, creating transparency between you and your clients. With this knowledge, you can establish yourself as a credible and reliable consultant in the eyes of your clients. ISO 20700 is a management consulting [&hellip;]
- [What Do Employee Engagement Surveys Really Tell Us?](https://effectivemanagers.com/dwight-mihalicz/what-do-employee-engagement-surveys-really-tell-us/): Do you know how engaged your employees are? If not, you&#8217;re not alone. Employee engagement surveys are becoming increasingly popular among employers as a way to measure how connected workers feel to their jobs. However, there is no one clear definition of &#8220;engagement,&#8221; and the results of these surveys can be difficult to interpret. In this blog post, we will discuss why engagement surveys have fallen into disrepute, and how you can use them to make a difference. There can be real value gained, but many leaders have become jaded about their use. Critics list a number of reasons why [&hellip;]
- [Employee Engagement is Falling - Why You Should Care](https://effectivemanagers.com/dwight-mihalicz/employee-engagement-is-falling-why-you-should-care/): It&#8217;s no secret that employee engagement is important. Organizations spend a lot of time figuring out how to increase employee engagement and may wonder why employee engagement is falling. Gallup has been tracking employee engagement for over a decade, and in that time, they&#8217;ve found that companies with highly engaged employees see a higher profit margin, less turnover, and are generally more successful. So what happens when employee engagement starts to drop? Unfortunately, we&#8217;re seeing exactly that right now in the United States. According to a recent article published by Gallup, employee engagement has been on the decline for the [&hellip;]
- [ICMCI ISO 20700 Self-Declaration Checklist Training Now Available in Canada](https://effectivemanagers.com/dwight-mihalicz/icmci-iso-20700-self-declaration-checklist-training-now-available-in-canada/): (From CMC Canada&#8217;s CMC PD Pulse) Now available through CMC Canada &#8211; ICMCI ISO 20700 Self-Declaration Checklist Training If you are a management consultant looking to improve your skills and differentiate yourself in the marketplace, then you need to take ISO 20700 Checklist Training. This course will help you understand the ISO 20700 guidelines for the effective delivery of management consultancy services. The use of this ICMCI checklist tool will help you apply these guidelines on all your projects, creating transparency between you and your clients. With this knowledge, you can establish yourself as a credible and reliable consultant in the [&hellip;]
- [PERFORMANCE MEASUREMENT: Are you doing enough to ensure success?](https://effectivemanagers.com/dwight-mihalicz/performance-measurement-are-you-doing-enough-to-ensure-success/): Many businesses today have a similar focus on outcomes for the performance measures used to assess how well they are implementing strategy. This focus can create problems in either diverging from strategy or by ignoring issues in the value chain. The Eastern Ontario Chapter of CMC Canada hosted a series of discussions to support CMCs in helping their clients understand if their organizations are set up to successfully implement strategy and to achieve targeted results. These sessions will be of interest to management consultants and to heads and executives of organizations in all sectors. Now available FREE on the CMC [&hellip;]
- [Consulting Services – Are They Worth a Try?](https://effectivemanagers.com/dwight-mihalicz/consulting-services-are-they-worth-a-try/): Most organizations, even the most successful, face ongoing problems that seem to defy solution. Should you consider using management consulting services to help you solve such a problem? How can you be sure to get the return on investment, in other words, assurance that the problem you are trying to solve is solved for the long term? Whether you are a user of management consulting services, or now considering it, here are some thoughts for you to help improve your chances of success. If you are in the group that has never considered engaging a management consultant, check out this [&hellip;]
- [What Gallup Tells Us About Increasing Stress at Work](https://effectivemanagers.com/dwight-mihalicz/what-gallup-tells-us-about-increasing-stress-at-work/): With the ongoing global pandemic threatening health and the economy, it comes as no surprise that we&#8217;re seeing more employees suffering from work-related stress, with 45% of people agreeing that the situation has impacted their lives significantly. According to Gallup&#8217;s State of the Global Workplace: 2021 Report, work-related stress has increased by 5% between 2019 and 2020 to reach a record-high of 43% of workers reporting daily stress at work. Gallup also found that worker engagement dropped two percentage points from 22% in 2019 to 20% in 2020 globally, revealing the link between the decrease in employee engagement and increase [&hellip;]
- [Building Trust with Hybrid Teams](https://effectivemanagers.com/dwight-mihalicz/building-trust-with-hybrid-teams/): The global pandemic has brought us into a world where the unexpected has become common place. The pace of change is increasing and disruption can come from anywhere. Owners, executives and managers face an unprecedented time of turmoil and disruption. These challenging times have forced organizations to adjust quickly. They evolve their workforces, accepting that the &#8220;new normal&#8221; involves letting go of conventional work locations and being more flexible with &#8220;office hours.&#8221; With this acceptance comes the rise of hybrid teams &#8211; workforces that are a mix of remote employees working in different locations. It is clear that organizations will [&hellip;]
- [Driving Employee Engagement: How Good Managers Do It](https://effectivemanagers.com/dwight-mihalicz/driving-employee-engagement-how-good-managers-do-it/): Most employee do not respect their managers. This is such a shame simply for the amount of unhappiness this generates in people who do not feel good about their situation. The consequences are deeper. We know that it is the manager experience that drives engagement. And engagement is a key indicator of performance. Managers need to do better. Bad management is endemic.

## Pages

- [Session 2: How to Translate Strategy into Results Without Losing Momentum](https://effectivemanagers.com/em-academy/em-academy-session-2/)
- [Terms and Conditions](https://effectivemanagers.com/term_conditions/)
- [Become an Instructor](https://effectivemanagers.com/become_a_teacher/)
- [Instructor](https://effectivemanagers.com/instructor/)
- [Instructors](https://effectivemanagers.com/instructors/)
- [Courses](https://effectivemanagers.com/courses/)
- [Profile](https://effectivemanagers.com/lp-profile/)
- [Checkout](https://effectivemanagers.com/lp-checkout/)
- [EM Academy](https://effectivemanagers.com/em-academy/)
- [TEC](https://effectivemanagers.com/tec/)
- [TEC 663](https://effectivemanagers.com/tec-663/)
- [Executive Peer Groups](https://effectivemanagers.com/executive-peer-groups/)
- [ISO World Map](https://effectivemanagers.com/consulting-resources/consultant-elearning/iso-world-map/)
- [TEC 465](https://effectivemanagers.com/tec-465/)
- [IMCHK ISO non-CMC Registration Page](https://effectivemanagers.com/consulting-resources/consultant-elearning/imchk-iso-20700-training/imchk-iso-noncmc-registration-page/)
- [IMCHK ISO CMC Registration Page](https://effectivemanagers.com/consulting-resources/consultant-elearning/imchk-iso-20700-training/imchk-iso-cmc-registration-page/)
- [IMCHK ISO 20700 training](https://effectivemanagers.com/consulting-resources/consultant-elearning/imchk-iso-20700-training/)
- [cimc iso 20700 training 2](https://effectivemanagers.com/consulting-resources/consultant-elearning/cimc-iso-20700-training-2/)
- [cimc-iso-non-member-registration-page](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/cimc-iso-non-member-registration-page-01/)
- [cimc-iso-member-registration-page](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/cimc-iso-member-registration-page-01/)
- [cimc iso cmc registration page 2](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/cimc-iso-cmc-registration-page-01/)
- [cimc iso 20700 endorsements](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/cimc-iso-20700-endorsements-01/)
- [cimc iso 20700 training 2](https://effectivemanagers.com/consulting-resources/consultant-elearning/cimc-iso-20700-training-01/)
- [GI ISO CMC Registration Page](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/gi-iso-cmc-registration-page-2/)
- [White Paper - Is AI Technology on the Verge of Displacing Humans?](https://effectivemanagers.com/white-paper-is-ai-technology-on-the-verge-of-displacing-humans/)
- [White Paper - The Effective Point of Accountability](https://effectivemanagers.com/white-paper-the-effective-point-of-accountability/)
- [White Paper - The 3 Fundamental Capabilities of Effective Managers](https://effectivemanagers.com/white-paper-the-3-fundamental-capabilities-of-effective-managers/)
- [White Paper - Are Your Managers Effective](https://effectivemanagers.com/white-paper-are-your-managers-effective/)
- [White Paper - The 5 Requirements of Effective Managers](https://effectivemanagers.com/white-paper-the-5-requirements-of-effective-managers/)
- [Talent Pool Review](https://effectivemanagers.com/talent-pool-review/)
- [QQT/R Clarity of Delegation](https://effectivemanagers.com/qqt-r-clarity-of-delegation/)
- [ISO 20700 Endorsements](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/iso-20700-endorsements/)
- [ISO 20700 Endorsements 2](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/iso-20700-endorsements-2/)
- [Consulting Through Uncertainty](https://effectivemanagers.com/consulting-through-uncertainty/)
- [Resource- Organization Design](https://effectivemanagers.com/resources-organization-design/)
- [Whitepaper - Empowerment 4.0](https://effectivemanagers.com/whitepaper-empowerment-4-0/)
- [Resource - Empowerment 4.0](https://effectivemanagers.com/empowerment/)
- [CMC Canada ISO 20700 Registration Page for Groups](https://effectivemanagers.com/cmc-canada-iso-20700-registration-page-for-groups-2/)
- [CMC Canada ISO 20700 Registration Page for Groups](https://effectivemanagers.com/cmc-canada-iso-20700-registration-page-for-groups/)
- [CMC-Canada ISO 20700 Training](https://effectivemanagers.com/consulting-resources/consultant-elearning/cmc-canada-iso-20700-training/)
- [Survey Test3](https://effectivemanagers.com/survey-test3/)
- [Survey Test2](https://effectivemanagers.com/research/survey-test2/)
- [Survey Test](https://effectivemanagers.com/research/survey-test/)
- [eNews Archive](https://effectivemanagers.com/enews-archive/): from Sage Effective Managers, Inc. eNews is a monthly newsletter that shares valuable managerial leadership insights to help you be a more effective manager. Whether you are an Owner / CEO, Executive, Director or front line manager, you will find this information helpful.  You can choose the type and frequency of communication from us. Click here to register and choose your preferences. Please ensure you confirm your registration, so watch for your email confirmation link. JOIN OUR MAILING LIST
- [ISO-form test](https://effectivemanagers.com/iso-form-test/)
- [GI ISO Non-Member Registration Page](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/gi-iso-non-member-registration-page/)
- [GI ISO Non-Member BUNDLE Registration Page](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/gi-iso-non-member-bundle-registration-page/)
- [GI ISO Member Registration Page](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/gi-iso-member-registration-page/)
- [GI ISO CMC Registration Page](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/gi-iso-cmc-registration-page/)
- [GI ISO 20700 Training](https://effectivemanagers.com/consulting-resources/consultant-elearning/gi-iso-20700-training/)
- [Digital Readiness Assessment](https://effectivemanagers.com/services/digital-readiness-assessment/)
- [Effective Managerial Leadership](https://effectivemanagers.com/effective-managerial-leadership/)
- [Organizational Accountability & Authority](https://effectivemanagers.com/consulting-resources/consultant-elearning/organizational-accountability-authority/)
- [Getting the Right People into the Right Roles](https://effectivemanagers.com/getting-the-right-people-into-the-right-roles/)
- [Effective Organizational Management](https://effectivemanagers.com/consulting-resources/consultant-elearning/effective-organizational-management/)
- [Effective Managers™ Master Class Series: 4 Class Bundle](https://effectivemanagers.com/consulting-resources/consultant-elearning/effective-managers-master-class-series/)
- [Complimentary Consultation](https://effectivemanagers.com/free-consultation/)
- [The Resilient Organization Program](https://effectivemanagers.com/effective-organization-program/)
- [Download Empowerment 4.0](https://effectivemanagers.com/download-empowerment-4-0/)
- [Empowerment 4.0](https://effectivemanagers.com/empowerment-4-0/)
- [Consultant eLearning](https://effectivemanagers.com/consulting-resources/consultant-elearning/)
- [Management Consulting Blog](https://effectivemanagers.com/management-consulting-blog/)
- [Consulting Resources](https://effectivemanagers.com/consulting-resources/)
- [Consultants](https://effectivemanagers.com/consultants/)
- [eLearning](https://effectivemanagers.com/resources/elearning/)
- [Resources](https://effectivemanagers.com/resources/)
- [Newsletter](https://effectivemanagers.com/resources/newsletter/)
- [Sidebar - Services list](https://effectivemanagers.com/sidebar-services-list/)
- [Virtual Facilitation](https://effectivemanagers.com/services/facilitated-problem-solving/)
- [Virtual Workshops](https://effectivemanagers.com/services/speaking-engagements/)
- [Transformation Support](https://effectivemanagers.com/services/accountable-change/)
- [Manager Effectiveness Assessment](https://effectivemanagers.com/services/assessment/): Following the research, Effective ManagersTM has developed a Manager Effectiveness Assessment. Organizations can now measure the effectiveness level of their managers, and obtain insights into the underlying causes of the ineffectiveness. This creates an ability for organizations to stop investing in programs that treat symptoms, and make fundamental changes that can drive organizational performance. The effectiveness assessment is web-based, and requires only 20 – 30 minutes of each manager&#8217;s time to answer 94 questions. The results are presented together with benchmark comparisons, observations, and concrete recommendations for change. Included in the service is a meeting with the CEO and the [&hellip;]
- [Manager Effectiveness Assessment](https://effectivemanagers.com/services/manager-effectiveness-assessment/): Employee Engagement Solutions that Work! Engaged employees make a difference &#8211; but driving engagement can be elusive. As executives and managers in organizations, we don’t need research to tell us that engaged employees are better performers. We all know how important it is to have engaged employees. The research evidence is overwhelming. Consider these facts from Gallup when comparing top quartile engaged companies vs bottom quartile: Engaged employees have 48% FEWER safety incidents There are 41% LESS quality incidents Absenteeism is 43% LOWER Customer ratings are 10% HIGHER Productivity is 21% HIGHER Profitability is 22% HIGHER And yet many are [&hellip;]
- [Inquire about an Manager Effectiveness Assessment](https://effectivemanagers.com/inquire-about-an-organization-assessment/)
- [Employee Engagement Solutions that Work - Infographic](https://effectivemanagers.com/services/employee-engagement-infographic/): Learn the details of the manager effectiveness assessment process here Click here to order your survey 
- [Silver Level](https://effectivemanagers.com/services/manager-effectiveness-assessment-silver-level/): The silver level provides you with everything in the bronze level, in a more customized way to provide you with a deeper level of the findings and how you can improve performance as quickly as possible. Confidential survey of up to 100 managers Who participated report Customized Effectiveness Assessment Report describing each measure and its implications Your organization’s results with comparisons to Benchmark integrated into report Custom analysis by Dwight Mihalicz including recommendations developed specifically for your organization PowerPoint overview of report and benchmark that you can customize for use in your organization Up to three hour web-based analysis support [&hellip;]
- [Bronze Level](https://effectivemanagers.com/services/manager-effectiveness-assessment-bronze-level/): The Bronze Level can help you quickly and easily assess the state of manager effectiveness in your organization. Confidential survey of up to 100 managers Effectiveness Assessment Report describing each measure and its implications Table of the results of your organization with comparisons to Benchmark Free use of the report in your organization Suggested implementation approach US$4,900 We will provide you with a unique survey link for your organization. You can then distribute the survey link to all participating managers. We will give you a percent response rate so you can track participation rate and remind participants. When the survey [&hellip;]
- [Gold Level](https://effectivemanagers.com/services/manager-effectiveness-assessment-gold-level/): The gold level provides you with everything in the bronze and sliver levels, with a deeper dive into the information gathering and report meeting. Confidential survey of up to 100 managers Who participated report Customized Effectiveness Assessment Report describing each measure and its implications Individual interviews of the CEO and CEO subordinates to assess effectiveness issues and incorporate findings into the analysis (up to 8 interviews) Your organizations’ results with comparisons to Benchmark integrated into report Custom analysis by Dwight Mihalicz including recommendations developed specifically for your organization Breakdown of results by geographic area or by department Customized implementation recommendations [&hellip;]
- [Comparison of  3 Assessment Options](https://effectivemanagers.com/services/comparison-of-3-assessment-options/): Read all about Employee Engagement Solutions that work here. Check out the Infographic here. Click here to order your survey 
- [About Effective Managers](https://effectivemanagers.com/our-firm/about-effective-managers/): Our Mission Statement: We work with people that are successful, but want to do better. You have already implemented the leading edge practices, and yet something is missing. Things still fall through the cracks. Teams tend to work in silos and be protective of &#8220;their&#8221; territory. Some decisions are taken that are simply wrong &#8211; even though they were well-meaning. You have a great strategy, but execution is stalling. So what&#8217;s next? If this is you, Effective Managers™ can help! We have developed a methodology that focuses specifically on helping organizations improve managerial performance. A person&#8217;s manager is that person&#8217;s [&hellip;]
- [Our Clients](https://effectivemanagers.com/our-firm/our-clients/)
- [Our Partners](https://effectivemanagers.com/our-firm/our-partners/)
- [Our Firm](https://effectivemanagers.com/our-firm/): Our Mission Statement: We work with people that are successful, but want to do better. You have already implemented the leading edge practices, and yet something is missing. Things still fall through the cracks. Teams tend to work in silos and be protective of &#8220;their&#8221; territory. Some decisions are taken that are simply wrong &#8211; even though they were well-meaning. You have a great strategy, but execution is stalling. So what&#8217;s next? If this is you, Effective ManagersTM can help! We have developed a methodology that focuses specifically on helping organizations improve managerial performance. A person&#8217;s manager is that person&#8217;s [&hellip;]
- [](https://effectivemanagers.com/free-consultation-confirmation/): Thank you! Thank you for requesting a free consultation with Dwight Mihalicz. Dwight will be in touch within 72 hours to assist in begining your journey to a higher performing organization. In the meantime, check out some of our FREE Webinars below. Watch Webinar Value Added Work: Finding the Zone Devoting oneself fully to a project without deadlines, timeframes and conflicting priorities is rare. Ironically, it is exactly this lack of constraint that helps ensure a job well done. When I was working on constructing a pine table in my workshop, I ran into an unexpected roadblock. I didn’t treat [&hellip;]
- [45 Minute Consultation](https://effectivemanagers.com/45minute-consultation/): Do you have a difficult organization performance issue? Are you thinking a consultant may be able to help but you aren’t sure? That’s a normal feeling. You are good at what you do – that’s why you have been appointed to your position. But for some reason you have a major issue that keeps popping up. There are times when an objective viewpoint may help you break through the paralysis. Management consultants earn their reputation by solving complex problems in different situations. They can bring frameworks and perspectives that you may not have been exposed to. But for you it [&hellip;]
- [Blog](https://effectivemanagers.com/blog/)
- [How to Get the Most out of Performance Management Meetings](https://effectivemanagers.com/how-to-get-the-most-out-of-performance-management-meetings-webinar/)
- [How to Get the Most out of Performance Management Meetings](https://effectivemanagers.com/how-to-get-the-most-out-of-performance-management-meetings/): The annual performance review is dead. Or at least it should be!! Not only are these meetings stressful for both the manager and the employee, they are ineffective for measuring the successes or failures of the staff member, or for encouraging positive change. Instead, managers should host frequent feedback and coaching sessions throughout the year to maintain an open, trusting relationship, and to promote effectiveness year-round. This Webinar will be of interest to Managers and HR Professionals.
- [Flat Organizations - Do They Help or Hinder Performance?](https://effectivemanagers.com/flat-organizations-do-they-help-or-hinder-performance-webinar/)
- [Flat Organizations - Do They Help or Hinder Performance?](https://effectivemanagers.com/flat-organizations-do-they-help-or-hinder-performance/): Many organizations are collapsing the traditional pyramid structure. They’re replacing it with a more collaborative and innovative environment called the flat organization. The flat organization is intended to encourage creativity and teamwork. It’s hard to argue against this anti-hierarchal organizational design when Google and other leading Fortune 500 companies have implemented it. But is it truly effective?
- [Partner Firms - How we collaborate on the Effective Managers<sup>™</sup>  Survey](https://effectivemanagers.com/partner-firms-how-we-collaborate-on-the-effective-managers-survey-webinar/)
- [Partner Firms - How we Collaborate on the Effective Managers<sup>™</sup>  Survey](https://effectivemanagers.com/partner-firms-how-we-collaborate-on-the-effective-managers-survey/): Effective ManagersTM is delighted that other management consulting firms are joining us to deliver the Effective ManagersTM Survey to their clients. Together we can improve the reach of this amazing assessment tool and help more organizations improve their performance. Find out how this assessment tool can help you improve your organization’s performance.
- [The Effective CEO: The Balancing Act that Drives Sustainable Performance](https://effectivemanagers.com/the-effective-ceo-the-balancing-act-that-drives-sustainable-performance/)
- [Do We Really Need to Have This Meeting?](https://effectivemanagers.com/do-we-really-need-to-have-this-meeting-2/): How many times have you sat in a meeting and asked yourself, “Why am I here?” Meetings take up valuable time and can be a major contributor to ineffectiveness. To counteract this, managers follow age-old best practices such as supplying an agenda and only inviting relevant personnel. Is this the right solution? A more fundamental question is, “Do we need to have this meeting at all?” This Webinar will be of interest to executives, managers and HR Professionals.
- [Do We Really Need to Have This Meeting?](https://effectivemanagers.com/do-we-really-need-to-have-this-meeting/)
- [Top 12 Fallacies in Under 2 Minutes](https://effectivemanagers.com/top-12-fallacies-in-under-2-minutes-2/)
- [Change Management - Special Edition Webinar](https://effectivemanagers.com/change-management-special-edition-webinar-2/)
- [The Effective Point of Accountability](https://effectivemanagers.com/the-effective-point-of-accountability-video/)
- [5 Requirements of Effective Managers Webinar](https://effectivemanagers.com/5-requirements-of-effective-managers-2/)
- [The Effective Point of Accountability<sup>TM</sup>](https://effectivemanagers.com/the-effective-point-of-accountability-2/)

## Products

- [ISO 20700 for Hong Kong residents who are not certified as CMCs](https://effectivemanagers.com/product/iso-20700-for-hong-kong-residents-who-are-not-certified-as-cmcs/): For members in good standing of an Institute of Management Consultants (IMC), who would like to conduct projects in conformity with ISO 20700, this course is for you. This course includes training modules totaling six hours of training. These self-paced online modules include all of the content you will need to become an expert in the ISO 20700:2017 Guidelines for Management Consultancy Services..
- [Registration Page IMCHK CMCs](https://effectivemanagers.com/product/registration-page-imchk-cmcs/): For Certified Management Consultants (CMC®) who want to add ISO 20700 to their credentials. This is a 4-hour module to give you, the CMC accredited consultant, everything you need to  to become an expert in the ISO 20700:2017 Guidelines for Management Consultancy Services.
- [CIMC ISO non-member registration page](https://effectivemanagers.com/product/cimc-iso-non-member-registration-page-12441/): ISO 20700 Training for Consultants who are not Members of Institutes This course includes modules totaling eight hours of training. These self-paced online modules include all of the content you will need to become an expert in the ISO 20700:2017 Guidelines for Management Consultancy Services.
- [CIMC ISO 20700 for Consultant Members of Institutes](https://effectivemanagers.com/product/10892/): For members in good standing of an Institute of Management Consultants (IMC), who would like to conduct projects in conformity with ISO 20700, this course is for you. This course includes training modules totaling six hours of training. These self-paced online modules include all of the content you will need to become an expert in the ISO 20700:2017 Guidelines for Management Consultancy Services..
- [CIMC ISO cmc registration](https://effectivemanagers.com/product/cimc-iso-cmc-registration-page-product/): For Certified Management Consultants (CMC®) who want to add ISO 20700 to their credentials. This is a 4-hour module to give you, the CMC accredited consultant, everything you need to  to become an expert in the ISO 20700:2017 Guidelines for Management Consultancy Services.
- [PDF Download - Consulting Through Uncertainty](https://effectivemanagers.com/product/paperback-consulting-through-uncertainty/): Drawing on his two decades of consulting experience with client organizations around the world, and his experience as a volunteer with the global body overseeing the management consulting profession, Dwight provides an insider’s look.
- [ePub - Consulting Through Uncertainty](https://effectivemanagers.com/product/consulting-through-uncertainty/): At fewer than 120 pages, this is a quick read that will introduce you to the six key functions that need a CEO’s attention, and provides helpful insights into how they impact performance.
- [ISO 20700 Training and Membership Bundle for Consultants who are not Members of IMCs](https://effectivemanagers.com/product/iso-20700-training-and-membership-bundle-for-consultants-who-are-not-members-of-imcs/): ISO 20700 Training and Membership Bundle for Consultants who are not Members of Institutes. This course includes modules totaling eight hours of training. These self-paced online modules include all of the content you will need to become an expert in the ISO 20700:2017 Guidelines for Management Consultancy Services. This special bundle offer entitles you to a 30% discount on your first year membership in CMC-GI plus two free professional development webinars.
- [ISO 20700 Training for Consultants who are not Members of IMCs](https://effectivemanagers.com/product/iso-20700-training-for-consultants-who-are-not-members-of-imcs/): ISO 20700 Training for Consultants who are not Members of Institutes This course includes modules totaling eight hours of training. These self-paced online modules include all of the content you will need to become an expert in the ISO 20700:2017 Guidelines for Management Consultancy Services.
- [ISO 20700 for Consultant Members of Institutes](https://effectivemanagers.com/product/iso-20700-for-consultant-members-of-institutes/): For members in good standing of an Institute of Management Consultants (IMC), who would like to conduct projects in conformity with ISO 20700, this course is for you. This course includes training modules totaling six hours of training. These self-paced online modules include all of the content you will need to become an expert in the ISO 20700:2017 Guidelines for Management Consultancy Services..
- [ISO 20700 for CMCs Training Workshop](https://effectivemanagers.com/product/iso-20700-for-cmcs-training-workshop/): For Certified Management Consultants (CMC®) who want to add ISO 20700 to their credentials. This is a 4-hour module to give you, the CMC accredited consultant, everything you need to  to become an expert in the ISO 20700:2017 Guidelines for Management Consultancy Services.
- [ePub - The Effective CEO: The Balancing Act that Drives Sustainable Performance](https://effectivemanagers.com/product/epub-the-effective-ceo-the-balancing-act-that-drives-sustainable-performance/): At fewer than 120 pages, this is a quick read that will introduce you to the six key functions that need a CEO’s attention, and provides helpful insights into how they impact performance.
- [Paperback - The Effective CEO: The Balancing Act that Drives Sustainable Performance](https://effectivemanagers.com/product/paperback-the-effective-ceo-the-balancing-act-that-drives-sustainable-performance/): This book recognizes that successful CEOs maintain a balancing act across a series of critical functions. It is a must-read for CEOs or aspiring CEOs who want to understand the dynamics that drive sustainable performance.
- [The Unique and Critical Role of the CEO](https://effectivemanagers.com/product/the-unique-and-critical-role-of-the-ceo/): There is only one CEO per organization, so of course it is a different kind of role. But what makes this role so unique? Why is it critical to organizational performance? This companion paper to the 6 Key Functions of a CEO starts with the positioning of the CEO role. This paper will help CEOs and aspiring CEOs understand the complexity of the role and how it is so different from any other role in the organization.
- [Are Your Managers Effective?](https://effectivemanagers.com/product/are-your-managers-effective-tm/): Managers are in a really tough spot. They need to deliver more and more, but organizational systems get in the way more often than they help. It’s not that organizations are not concerned. Many undertake valiant efforts to ensure processes are in place the organizational design and systems are right. This white paper identifies the problem at the core of this inefficiency and showcases valuable research to support the findings. 
- [The Effective Point of Accountability™](https://effectivemanagers.com/product/the-effective-point-of-accountability/): Organizations are increasingly being held accountable. But what does that mean for individuals in the organization? Concepts like “single point of accountability” and “lowest point of accountability” help. But they are not sufficient. This document works through the concept of accountability as it applies to managers and employees throughout the organization. It then provides concrete examples of how organizations can establish accountability for work as it flows down the organization, and as it flows across the organization.


[comment]: # (Generated by Hostinger Tools Plugin)