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5 Reasons Leaders Don’t Challenge The Status Quo

Published by on August 14, 2017

There is not an organization that I have worked with that does not want to see improvement. Especially to overall productivity and the bottom line. They talk a lot about change and moving the bar from just more efficiencies to the priority of strategic innovation. However, few are willing to move beyond their own comfort zone to make it actually happen. This Forbes post gives you the reasons why:

“How often have you seen senior leaders challenge the status quo or ask employees to think outside the box? That’s the question the Harvard Business Review put to more than 1,000 employees across industries nationwide. The result? 42% said never or almost never, 32% said sometimes, and 26% said fairly often or very often. Only 3% said always.”

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I had the distinct pleasure of working with Dan for about 2 yrs during his time with Anthem/Amerigroup as a consultant providing executive coaching and professional development support for myself and our leadership team. Dan is an absolute professional and an expert in this field and his engagement with our team helped us transform, particularly in the areas of conflict management/resolution, communication, delegation, trust, and leadership. Dan is candid and sincere and doesn’t shy away from providing direct feedback and a plan that helps you make leaps in your professional development. I found his guidance, tools, and coaching to be a significant factor in my personal and professional development supporting my recent career progression. Above all of his professional skills and years of experience, you can feel and see Dan’s passion for his work and this translates to meaningful and lasting engagement and impact.

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“One of our company’s core values was ’employee development.’ For the past three years Dan has played a significant role in helping us achieve that goal while increasing the leadership capital within our company.

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“We had Dan speak at our global gathering of over 100 of our key leaders. We are in the midst of a major restructuring of the company and are dealing with a number of significant challenges to create a new direction for the company.

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“I thought your keynote address during our meeting in Destin was excellent. You clearly explained what it takes to achieve excellence on a consistent basis and the challenge to our organization to rise up was engaging and inspiring.

The discussion concerning “A players” and their benefit to our department especially resonated with our managers and employees. Your thoughts and explanations greatly enhanced our ability as managers to define the goal for our team; that being one of ensuring success instead of preventing failure.

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“I thought it was excellent. He’s a great speaker and kept my attention. I also agreed with his points (which always helps!). I liked his take on the type of people we should hire… more emphasis on character than competency; people who want to excel and will settle for nothing less.

I also liked his leadership finding that we should create a culture where the truth can be told… I don’t think we’re there yet. And I liked his statement that when becoming more participative, it’s really not a question of will the leader give it up, but rather will the people step up. Good motivational speaker. Good meeting overall. Thanks for asking.”

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“One of our company’s core values is ’employee development.’ For the past three years Dan has played a significant role in helping us achieve that goal while increasing the leadership capital within our entire company where the business operations include manufacturing, distribution, sales, marketing and administration.

As a Christian business man I have a deep desire not only to provide for our employees physical needs but also offer a means for them to develop as a whole person. With Dan’s background and business acumen he has been able to support both their personal and professional development. Everyone that Dan has worked with has expressed tremendous appreciation to our company for providing him to assist in their growth.

If you are interested in nurturing a culture of personal development and improvement I highly recommend Dan to lead that effort.”

“Dan was a keynote speaker at our Utility Supply Management Alliance educational conference. He spoke on 21st Century Leadership to a group of Electric Utility and Supplier professionals from around the country.

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Amerigroup Tennessee, a Medicaid and Medicare managed care insurer with 650 associates, serving 400,000 members, is based in Nashville Tennessee. Amerigroup is a subsidiary of Anthem, one of the largest health insurers in the United States. AGP Tennessee has a local, senior leadership team consisting of twelve leaders, headed by a market President. Amerigroup has had a distinguished history of ten years with the State of Tennessee contract.

Dan Greer was initially sought out to coach a particular member of the leadership team, helping the individual with development of relationship and organizational skills. Dan’s purpose in the engagement was to maximize the leadership potential of this very talented contributor, who is truly an expert in his field. Dan met with this employee and others in leadership to understand where this individual’s leadership opportunities were, but particularly to enhance and improve relationships with his peers.

Because of Dan’s leadership training experience and keen sense of leadership attributes, others on the leadership team became interested in furthering their own personal development. As a result, over the course of two years Dan developed coaching relationships with all members of the leadership team. In addition, Dan led several team-building exercises, including homework reading assignments, general instruction and individual consultations. Dan also became involved with the succession planning process where he consulted with leadership team members in developing their succession plans.

He also did an excellent job speaking at one of our annual leadership development events during an offsite summit. Leadership team members benefited individually in professional development and the organization became more effective. Much less energy was devoted to non-productive interaction, resulting in better and more expedient decision making.

In summary, during a two year period, Dan led the leadership team through multiple dimensions of leadership development, including team building, succession planning and personal professional development of each member.

As leaders, we thank Dan Greer.”