How To Transform Good Intentions Into Great Performances

Because Dr. Rodger Dean Duncan delivers so much timely, straight-forward and relevant wisdom in his book, Change-friendly Leadership, reading it is like talking with your trusted best friend. Or, listening to your favorite teacher. Or, soaking in the thoughts from your respected mentor.

That's why you'll want to spend plenty of time reading the book. Reflecting on the messages. Absorbing the discussion, and, then likely re-reading it. Or at least certain sections.

Duncan demonstrates in the book how humanness, approachability, and friendliness are necessary but often overlooked elements of making change successful in an organization.

He teaches leaders the foundation for effectively engaging people's heads, hearts and hopes--all necessary to enable effective and lasting (sustainable) change in today's constantly changing world. Duncan refers to this as leading the whole person.

According to Duncan:

Change must accommodate people's feelings--feelings that involve trust, confidence, passion, and all those other intangible but very real things that make us human.

Duncan's change-friendly leadership approach includes knowing how to leverage the Champions, Agents, Sponsors and Targets within your organization. And, how to combine tough love elements into the process while always operating from a platform of respect and caring, not intimidation and contention.

Readers will appreciate the "Bonus Points" offerings at the end of each major section of the book where they learn how to access free white papers, diagnostic tools, videos and other items by going to a URL or using a QR code via their smart phone.

You'll also likely enjoy as I did all the great leadership quotes sprinkled throughout the book, such as these:

Losing good people is costly. But the number one most expensive thing that can happen to your organization is for your best and most capable people to quit and stay.
It's often the stress that people resist, not the change itself.
A transactional leader focuses on routine and regimented activities. A transformational leader focuses primarily on initiating and "managing" change.
It is not the strongest of the species that survive, not the most intelligent, but the one most responsive to change -- Charles Darwin.
The key to change is to let go of fear -- Roseanne Cash
Amateurs practice until they get it right. Professionals practice until they can't get it wrong.

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