In this thought-provoking episode of Navigating Change, Pete Wright and Howard Teibel unpack the consequences of weak communication practices in organizations. Discover how distinguishing between assessments and assertions, making offers, and building commitment over consensus can transform your team’s effectiveness and accelerate change.
Navigating Change is a platform for understanding the complex and uncertain waters of change in higher education. Each week, Howard Teibel and guests dissect issues facing institutions and teams in transition and offer solutions for the most troubling process challenges
Howard Teibel works with Chief Business Officers, Chief Academic Officers and their teams to confront their toughest challenges as they envision how to define – and redefine – the value of a 21st century education.
Howard’s podcast, Navigating Change brings together thought leaders to explore innovations that shift how teams in education work together. His academic writing includes co-authoring the book: Redesigning Higher Education: Systemic Integration and Cluster Based Learning, written with Don Birx, President of Plymouth State University.
This week on the show, RISD’s Taylor Scott joins Howard Teibel and Rebeka Mazzone as the three share their perspectives on marshalling the enthusiasm of resources while building a future based on realistic financial goals.
Revisiting our conversation with Roger L. Martin on an important message from our conversation back in 2015: What does it mean to be a part of the solution, not part of the problem?
This week on the show, we’re going to explore the nature of requests, how to engage as a listener in those conversations and a powerful alternative to merely accepting or declining what one asks of you: the counteroffer.
How do you build a culture of creativity and innovation? It starts with uncovering the unseen forces that keep a team from excelling, including fear of failure, lack of candor, and unwillingness to put aside individual needs.