You cannot make team progress on feelings
Moving feelings into observations makes team progress pragmatic.
Leadership Development is not about you
Leadership Development Is Not About You … It is about the organization and those you support and support you.
3 Reasons Your Team Behaves Like Jerks
A team-member without a clear understanding of accountability and authority within the team will have to be skilled at either persuading, forcing or bullying other team-members into working along to accomplish the goals.
What questions do I ask in our 1st coaching meeting?
Beginning questions for talent pool development.
Do we Need to Identify People’s Weakness?
Are knowing people’s weaknesses sufficient to improve the work?
How can you make the team better when you are not the team leader or manager?
One person on the team can affect the performance. And if that person has a ‘better-way’ and knows what to-do, I argue they are morally accountable for sharing and applying what they know (this is the root of employee engagement).
You may be the incompetent manager
You may be the person who is unable to handle the complexity of your role. Pointing up or down the hierarchy is easy. It is challenging to see the mess you created within your team.
Leadership is choices
Teams consist of people working together towards a goal that 1 person cannot complete by themselves. Thinking of a team as a system, changing 1 part (person) in that system will affect the team as a whole.
Are personality profiles effective for determining employee competencies?
You are not a psychologist, you are a manager.
Personality factors in individuals are something that every company seems to want to assess and change. There is a false belief that is only reinforced by management “I have these certain personality traits therefore for people to be successful like me, they must also have these traits.”
Employee engagement happens when we change how work gets done Case Study
Employee engagement attracts-trust when we change how work gets done leading to changes in how people work.
Employee engagement repels-trust when we try to change peoples’ psychology.