Because of this new knowledge of customers, systems, and steps for improvement, the company and people made improvements on problems that existed for decades. This progress and shared purpose led to excitement, more progress, and pride in their work … causing the morale problem to dissipate.
A charismatic and not competent enough leader are always counter-productive in the long term.
I was interviewed by Alan Kay on how to apply solution focus sustainably in organizations.
Big changes rarely happen instantly. While you are involved in the change your perception is an insider and the change may not even be noticed. This is when a focus on ‘what is working well?’ can be useful.
How would you recognize which string is your solution?
An individual’s performance is the relationship between targeted output and achieved output. Personal effectiveness appraisals are judgments made by an individual’s manager about how well the subordinate has done in producing the outputs, taking into consideration all of the relevant circumstances.
I like using activities for Team Building and Leadership Development.
Sometimes wondering if they are the best tool to use at the time and what else could be used to get the message and development across?
“These guidelines suggest what you can do when you’re a lonely little low-ranking, cubicle-inhabiting, systems-thinking petunia trying to introduce a new philosophy of leadership to those rooted in the onion patch of an obsolete managerial philosophy.”
Sometimes focusing on now is what you need to get through your past and future. Plus if someone on the team did not ask, What do we do now? it may have had a different outcome.
The guidelines align with team building & executive coaching activities. Illustrating through activities a team and person develop exceptions and see ‘what works’ in a context they’re not used too and is still familiar because they just made it happen.