Patrick Coggins @PatrickCFOD

Operator, Drummer, Partner CFO's Domain Los Angeles, CA Joined October 2010

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Patrick Coggins @PatrickCFOD

4 hours ago

@rush2steven Situations like that don’t show up out of nowhere. They build over time, unclear ownership, loose agreements, too much dependency on one person.

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Patrick Coggins @PatrickCFOD

4 hours ago

@DougKennedy93 I don’t think thought leadership is worthless. I think most of what people call thought leadership was never that to begin with.

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Patrick Coggins @PatrickCFOD

4 hours ago

@mattgillis The notebook full of good ideas that never changes how you actually operate is just expensive journaling. The one insight you actually put to work is worth all of it.

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There's a specific moment I've watched happen in almost every finance transformation I've been close to. About six to eight weeks after the go live, when the energy from the launch has faded and the hard reality of actually changing how people work has set in. I call it the grind window. It's the moment when the early skeptics get louder, the early adopters start to feel isolated, and the leader's instinct is usually to push harder on the timeline. The leaders who navigate the grind window well don't push harder. They get more present. More visible on the floor. More honest in their communications about how hard this part is. More deliberate about recognizing the people who are doing the unglamorous work of actually changing their habits. That presence costs nothing on a budget. And it is almost always the thing people remember when they talk about why the transformation actually made it. #Leadership #Transformation

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Patrick Coggins @PatrickCFOD

2 days ago

@CoachThisath Exactly. The system doesn't change behavior. People do. And people need more than a go-live date to actually shift how they work.

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Patrick Coggins @PatrickCFOD

3 days ago

I've watched finance transformations stall for a lot of reasons. Budget cuts. Scope creep. Leadership changes mid-project. But the most common one, the one nobody puts in the post-mortem, is this. Nobody owned the people side of it. The technology got implemented. The process got redesigned. The new org chart got approved. And then six months later the team was still doing it the old way. Not out of defiance. Out of confusion. Because the human transition was never actually managed. Transformation is not complete when the system goes live. It is complete when the people inside it have genuinely changed how they work. If your organization is in the middle of a transformation and the people side feels like it is falling behind, send me a DM. That is exactly the kind of problem we enjoy working through with leaders. #Leadership #Transformation

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Patrick Coggins @PatrickCFOD

3 days ago

@yesadok Exactly. If it shuts them down, it doesn’t matter how true it was.

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Patrick Coggins @PatrickCFOD

4 days ago

A leader who can’t tell you a hard truth kindly is not as effective as they think. And a leader who tells hard truths without any kindness is just creating fear. The real skill is in the delivery. Saying the thing that needs to be said, in a way that the other person can actually receive it and do something with it. Most people are in one direction or the other. Either they soften the message until it disappears. Or they deliver it so bluntly that the other person shuts down. Candor and respect are not opposites. They’re a pair. And learning to use them together is probably the most valuable leadership skill I know. #Leadership #Transformation