Our Team Meetings Suck Here is how we SOLVED
We associate certain behaviors, actions, and scripts with specific locations. The environment and location can be powerful and sabotage and change for better or worse interactions.
Leadership Development Belongs to the Manager of the Person NOT Human Resources
As a manager, developing staff is your job. It cannot be delegated off to Human Resources, Organization Development or someone else. You are the manager. Your primary accountability is to add value to the team and staff.
Solution Finding Stimulus Where are you? How do you Know?
On a scale of 0 – 10. With 0 being you have some idea what to do, and 10 being you know exactly what to do – where are you on this scale? How do you know?
Are you a Scientist or an Engineer?
There are three lines from recent reading and research I’m doing that keep haunting me and have made me explore my frame of thinking and consulting. How do I approach team building; as a scientist? as a engineer? In what ways might I serve to create a bridge for teams and managers to understand their … Continued
All Good Solutions Are Obvious in Hindsight
Great Team Building is recognizing that all good solutions have one thing in common – they are obvious, but only in hindsight.
Solution Finding Stimulus. Observer Question; What would they notice?
It is 3 days from now, and you have solved this problem. Who would be the first person to notice? What would they notice? What else? …
Mastering Organizational Complexity Organization Development and Executive Coaching
This advanced program will assist Managerial-Leaders in developing the skills needed to successfully master the management of organizational complexity.
Change in Companies and Teams is Not Only Possible it is Inevitable
If a team seems un-movable, don’t just push harder and scream about how obstinate they are being…resistance is futile. Use the inevitability of change to slightly shift their shared perception from stuck to change.
Solution Finding Stimulus How Will You Know Question
If you accomplish what you want to have happen, what are you doing? What is happening INSTEAD of the problem?
Falling from Big Enough to Too Small in competence for the role
The most frightening thing about having a manager that is “Too small” and creates under-performance and dis-engagement is the gradual reduction in level of competence of the subordinate team, which creates broad departmental under-performance and increased dis-engagement. The department begins to sink in scale, matching the competence of its manager.