Posted on Apr 18, 2017
MG Mike Diamond here. I'll be by to discuss leadership and ways to improve the performance of your organization. What questions do you have?
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From RP Staff: We’re honored to host Major General Mike Diamond for a Live Q&A. He has commanded the Theater Support Command in the Middle East back in the early days of OIF/OEF and served as Director of Coalition Coordination and Deputy Director of Logistics at CENTCOM. MG Diamond has designed a process model, based on his own personal experiences in both military as well as civilian sectors, that can help everyone better lead their team. Along with his son, Capt. Christopher Harding (USAF), they have published a book, "The Diamond Process: How to Fix Your Organization and Effectively Lead People" being released April 17. Please post your questions below!
If you're interested, you can grab a copy of MG Diamond's book here: https://www.amazon.com/Diamond-Process-Organization-Effectively-People-ebook/dp/B071CPGP48/ref=sr_1_1?ie=UTF8&qid= [login to see] &sr=8-1&keywords=the+diamond+process
If you're interested, you can grab a copy of MG Diamond's book here: https://www.amazon.com/Diamond-Process-Organization-Effectively-People-ebook/dp/B071CPGP48/ref=sr_1_1?ie=UTF8&qid= [login to see] &sr=8-1&keywords=the+diamond+process
Leadership
Organization
Process Improvement
Performance
Posted >1 y ago
Responses: 21
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Sir,
I appreciate you taking the time to engage with us. In light of the topic of your book, I think this may be an appropriate question:
I'm currently assigned as a staff officer in an organization that is often struggling. While I typically focus on squaring away my small portion of the fight, it's admittedly frustrating to watch an organization you're committed to fail. When offering solutions I've met with mixed success, even when I present doctrinal and objective evidence as to why things should change. Do you have any recommendations on how to affect organizational change for someone who is not in a traditional leadership (i.e. command or primary staff) role? How would you recommend influencing higher echelon stakeholders, especially if they're part of the group resistant to change?
I appreciate you taking the time to engage with us. In light of the topic of your book, I think this may be an appropriate question:
I'm currently assigned as a staff officer in an organization that is often struggling. While I typically focus on squaring away my small portion of the fight, it's admittedly frustrating to watch an organization you're committed to fail. When offering solutions I've met with mixed success, even when I present doctrinal and objective evidence as to why things should change. Do you have any recommendations on how to affect organizational change for someone who is not in a traditional leadership (i.e. command or primary staff) role? How would you recommend influencing higher echelon stakeholders, especially if they're part of the group resistant to change?
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MG Mike Diamond
Mitch, Great question! Within organizations that are struggling, their are those who I consider influencers-they have the ear of someone that can make critical decisions. I suggest pulling one or a couple of those aside and talk through improving the organization with some of your solutions.
Another thought would be to saddle up with any others in the organization that may share your ideas on solutions and make contact with one of these influencers.
It is most difficult for staff members to affect decisions outside of their traditional lane. If people know that you care for the good of the organization, sooner or later the right person will hear you out and off their assistance.
Good luck and I hope you are successful!
Another thought would be to saddle up with any others in the organization that may share your ideas on solutions and make contact with one of these influencers.
It is most difficult for staff members to affect decisions outside of their traditional lane. If people know that you care for the good of the organization, sooner or later the right person will hear you out and off their assistance.
Good luck and I hope you are successful!
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