5 Ogres, Now What?

By  Bruce Hodes based on an article by Miles Kierson called “The Seven Hurdles of Successful Execution”.

When you take on improving organizational performance, you have to know that these drooling, slobbering ogres are at work. If you do not, you will run into unanticipated resistance. Consider this example: A CEO who wants to improve organizational performance decides to run her decision by her leadership team. We can pretty much guarantee that will be the end of it.

Why? Because at least some people on her leadership team are going to nix the idea. These people have sway and credibility. They will say something that sounds intelligent, like, “Our way works. We have tried these kinds of change and improvement interventions before and they do not stick.” Or, “We have enough to do without getting into another initiative that supposedly improves performance but only worsen the situation because it is one more thing to do. I do not know about anybody else, but I, for one, do not have the time for this.”

If you, fellow executive and CEO, are aware that you will disturb the sleeping ogres, you must decide not to run the idea by your team first. At the very least trust your intuition and be convinced that even in the face of resistance this is the way forward. You as leader need the vision, intuition, courage and commitment to make the decision alone and to move forward. Then you can figure out how to get your team on board.

Improving and transforming the performance of your organization is not for the faint of heart. The type of organizational transformation that we are describing requires a senior leader that understands that they are ultimately accountable for the success of the enterprise.

It is a terrific idea to empower your team and to involve them as much as you can in the decisions that you make. There are just some decisions that you cannot make by going to the team and discussing them. The decision to go forward with implementing real gut wrenching transformational organizational improvement is one of them. Responsibility, comfort, language, broken promises and drift, all of these ogres will stand in your way.
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Five Ogres and an Angel: Guarding the Gates of Organizational Improvement

By Bruce Hodes, based on an article by Miles Kierson called "The Seven Hurdles of Successful Execution"


A lot of business literature exists regarding “change.” There are terms such as: “change agents,” “change initiatives,” “transformational change,” etc. Clearly a lot is changing in business. Yet is it?

Many organizations still struggle after all this changing. This begs the question what is really happening? What eludes us? What is blocking true organizational improvement and change? Who are the ogres guarding the gates organizational improvement? By “ogre” I am referring to obstacles.

In formulating this article, Miles considered his experiences working with organizations and resistance that he faced. Based on his experiences, Miles created seven assertions. Bruce got rid of one assertion and renamed the remaining assertions five ogres and an angel – it has a ring to it don’t you think? These five drooling and slimy ogres impede organizational improvement. Once you, fellow executive or CEO, know of and are aware of the ogres you can improve your organization’s performance. You also know what awaits you…

I request that you read this article and be honest with yourself. I am addressing you the beloved executive or CEO reading this article. See where and to what degree these ogres exist for you and your organization. Actively read the article and get personal value from it. If you find yourself getting defensive, just let it go and face the facts and reality. Be in the moment. Very Zen…

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