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Sarah Cornally

Sarah Cornally

How the dynamics between individuals can get in the way of a transformation effort

June 2017

It all came down to one individual. One person obstructing the change. One person undermining the business restructure. One person responsible for wasting a year’s effort and expense to turn the business around.

Or did it? Could it really be that one executive – tried and tested over a decade in senior leadership – was the reason why the business transformation wasn’t succeeding?

On the surface, that’s exactly how it appeared. I had been asked to review the situation where a culture transformation had stalled due to a challenging dynamic between two senior executives.

How the dynamics between individuals can get in the way of a transformation effort

June 2017

It all came down to one individual. One person obstructing the change. One person undermining the business restructure. One person responsible for wasting a year’s effort and expense to turn the business around.

Or did it? Could it really be that one executive – tried and tested over a decade in senior leadership – was the reason why the business transformation wasn’t succeeding?

On the surface, that’s exactly how it appeared. I had been asked to review the situation where a culture transformation had stalled due to a challenging dynamic between two senior executives.

December 2016

I want to introduce you to a concept called ‘Creative Tension’. Whenever we work towards a significant achievement, we are using creative tension. Creative tension is required for learning to walk, learning to swim, completing an education, raising a child or building a business. Whenever we see high levels of performance and achievement, creative tension will be in action. Many of us use creative tension unconsciously but, if we develop a conscious awareness of it, we can create what truly matters to us more consistently.

September 2016

Inappropriate remarks happen often in the workplace. Politically incorrect comments can be especially volatile – there is often an instant social backlash if inappropriate remarks are made about race, gender, homophobia, or other crucial topics. In this article, Sarah Cornally shows how to address the unconscious bias that often lies behind such unwanted remarks. She shares how she has assisted organisations to respond effectively to these challenges, working carefully with all people involved to create deeper understanding and respect.

Wednesday, 16 March 2016 02:37

Courageous Conversations

March 2016

Effective leadership requires the skills for having courageous conversations. Being able to speak courageously develops trust and fairness, two critical ingredients for engagement. Leaders who commit to this in themselves and their teams have a clear advantage.

A courageous conversation is a conversation where you take the risk of being completely open and honest, with the intention of creating a better outcome for everyone involved.

Thursday, 25 February 2016 23:20

Rationale for System Dynamics Work

February 2016

For the most part, organisations do not need more ideas – they need better access to creative insight and the impulses that give rise to collective breakthrough. Systemic intelligence offers particular advantage to individuals and organisations striving for success in this 21st century of volatility, uncertainty, complexity and ambiguity. The field of System Dynamics, in which systemic constellations and other modalities have important contributions to make, provides several ways of accessing this intelligence.

August 2015

Sometimes people who behave in a task focused, goal oriented way can find themselves accused of being a bully. This might happen if they are unaware of the effects of their behaviour on others. Equally, sometimes people perceive that they are being bullied when the so-called bully is simply holding them accountable for expected results. Managing this tension requires elegant skill. 

February 2015

A bully has a hold when you believe you can only comply with the bully’s wishes, whether it is verbal taunting, intimidation or physical threats. Your challenge is to expand your range of choices.

 

February 2015

Previously published in Management Today Magazine

Organisations are living systems. They evolve over time in response to the forces at play that influence their development. Those forces may be internal or external. Sometimes it is a special capability someone brings, a change in the market, a demand from a significant client, a complication such as a resource no longer being available, an expansion, a contraction or solving a certain problem.

How people respond to events and circumstances shapes the organisation and its ability to serve the market. The leadership of the organisation determines this as they typically have the biggest influence on the organisational system.

December 2014

You have been grappling with a challenging business issue. You feel the weight of responsibility for finding the solution. So many people depend upon you. You have put a lot of time and energy into working out what needs to bedone. You have talked to people to make sure you have considered everyone's view. It is now clear in your mind, so you begin implementing the solution. Surely everyone will get on board and things will start to improve as the solution unfolds and everyone benefits.

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