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Megan Tough

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Director and Founder, The Change Leadership Company

100 points

Megan has over 20 years experience working on people and change issues in business. She has worked on several large scale complex change programs, including system implementations, process re-engineering, cultural change and business restructures.

She has extensive experience in developing ...

Megan has over 20 years experience working on people and change issues in business. She has worked on several large scale complex change programs, including system implementations, process re-engineering, cultural change and business restructures.

She has extensive experience in developing leaders and teams through assessment, coaching and tailored development programs.

An experienced facilitator, Megan has designed and run workshop sessions for between 8 and 120 people. Topics include strategy, planning, team development, kickoff-meetings, and business process improvement.

Qualifications: B. Psych (Hons), MBA, Coaching degree.

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WEB: Blog

May 24, 2011

Megan Tough and 27 other people answered this question

HR people struggle with the concept of Culture at a company. How do you define it?

Culture is often described as "the way we do things around here". It comprises the symbols, systems and behaviours that operate within the organisation and provide the basis on whch other employees act to fit in. more

Human Resources

Corporate Culture

April 13, 2011

Megan Tough is now following Caty Kobe and 1 other person

April 13, 2011

Megan Tough and 9 other people answered this question

What is the single most important element you focus on in order to increase employee engagement?

There's one over-riding answer for me, and that's quality of leadership. Research confrims that your direct manager has the greatest influence on how engaged you are, because they set and prioriitise the work, enforce the rules, and set the tone for the team.
So if your ... more

Human Resources

Employee Engagement

April 6, 2011

Megan Tough and 25 other people answered this question

Do you really read electronic newsletters that hit your inbox?

From the perspective of a sender of a weekly news email, I do it for three key reasons.
One - I write a short, hopefully useful article for readers interested in my field. - providing useful content, templates and other information
Two - I do it ... more

April 6, 2011

Megan Tough and 5 other people answered this question

If culture change won't work w/o exec buy in, how do you get buy in w/o offending your exec?

If the exec's aren't behind it, your chances of successfully getting the resources needed are slim. Shifting a culture is a signfiicant investment, and one that has to be championed by the top team. It requries their total commitment and not just so that investment ... more

Human Resources

Company Culture

April 5, 2011

Megan Tough and 18 other people answered this question

what are the top 5 questions to ask employees in a performance review at a small company?

1. What went well this quarter? Why did it go well, or what did you do to contribute to this going well?
2. How can we leverage this good result for the next period? What do we need to do more of/less of to continue this?
3. ... more

Human Resources

Performance Review

March 29, 2011

Megan Tough and 3 other people answered this question

How transparent are you or should you be with your company's compensation data?

No secrets! The organisation's ideal remuneration strategy and positioning should be clear to everyone. In additoin to the coments made above about trust, it's so important to have clear expectations about remuneration, incentives, the basis upon which increases are made and so on.
There's no good ... more

Human Resources

Compensation & Benefits

Employee Engagement

March 21, 2011

Megan Tough and 21 other people answered this question

3 ways to handle and work for an autocratic, micro-managing and de-humanizing boss?

I think you have strategiesfor dealing with this.
First - assuming you have the confidence to do so, have an honest and constructive discussion with your manager about their style. Let them know what you mean by micromananaging - giving plenty of examples so theere can ... more

General Management

March 10, 2011

Megan Tough answered this question

How does an organization effectively build organizational transparency, integrity and sound ethics?

I would say two things are critical.
First, a commitment from leadership that these things are valued and necessary.
Second, every person on the executive team must role-model these behaviours every day. It is their activities that will show others how to walk the talk, and ... more

Human Resources

Corporate Communications

Feb. 21, 2011

Megan Tough and 4 other people answered this question

How would you coach an executive who wants to confront and overcome mediocrity in his team?

Hi Chad, This is a bit like "how long is a piece of string" as the potential factors contributing to this are too many to count. Before coaching the team I would ask hm to reflect on his contribution to the situation by asking questions ... more

General Management

Feb. 14, 2011

Megan Tough and 2 other people answered this question

Do you have concerns about new college graduates fitting into your corporate culture?

In my experience, changing the culture happens gradually over long time periods. Culture is strong and durable - individuals usually realise quickly whether they are "suited" to a company or not. This reflects their feelings about how they fit with the existing culture. So regardless ... more

General Management

Cultural Change

Feb. 8, 2011

Megan Tough and 5 other people answered this question

What are the top things reps should know or improve to leap into management?

Hi Brett,
Nymber one is whether they undestand the differences between being an individual operator (ie - rep), largely responsible for their own activity and results, and a leader- wharer your success is determined by how successful the team is. This is a big mindset shift, ... more

General Management

Sales Management

Feb. 7, 2011

Megan Tough and 2 other people answered this question

What are the biggest 'morale killers' that plague companies? How are they overcome?

Hi Andi,
Morale killers come in many forms. Two of the biggest for me are leadership quality and behaviours.
Leadership quality - if your manager is a poor communicator, has negligible people skills, isn't interested in their team's development, doesn't establish (reasonable) expectations or keep people accountable, ... more

General Management

Human Resources

Employee Conduct

Employee Morale

Feb. 7, 2011

Megan Tough and 7 other people answered this question

Which would you hire: a candidate with a lower cost, or one with a better culture fit?

HI nancy,
There's absolutely no qestion - cultural fit is significantly more important.
People with poor cultural fit are less productive, less engaged and cost more over their lifetime in management oversight, than those who are a good fit with the company.
No contest! more

Human Resources

Employee Screening

Jan. 16, 2011

Megan Tough and 5 other people answered this question

Do you communicate to your employees the details of the compensation policy at your business?

Anone who answers no to this question needs to rethink. The one sure way to disengage people is to surprise them with anything to do with pay. Transparency about salary/incentive policy and practices should be clearly explained on commencement, and whenever there are any changes. ... more

Human Resources

Compensation Policy

Jan. 16, 2011

Megan Tough answered this question

what qualities should a interviewer have

Interviewers need to be open-minded and unbiased so they can be as objective as possible about each candidate. After that, it helps if they are able to put people at ease and build rapport to ensure they get the best response from the candidate. Communciation ... more

Jan. 16, 2011

Megan Tough and 2 other people answered this question

What companies have established "Corporate Universities," and how effective are they?

Hi Serena, I work in Australia. Two of m clients are large Financial Services organisations, both of whom have their own Universities.
I have found them to be extremenly effective for three reasons.
One - their primary purpose is to support achievement of the organisation's objectives ... more

Human Resources

Corporate Training

Corporate University

Employee Training

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