Planning: Break goals into immediate actionable tasks; Meaning explain exactly what you want done. What do you want to happen? Where are you right now? Where would you be in order to say you have achieved success? Is that realistic? Where are you right now? What will things be like (tangible, seeable, real) if … Continued
Take 15 minutes and watch this great video about continually finding and doing…those that have a growth-mindset know their skills can be improved and what is happening is one option in all the options possible.
1. The necessary level of cognitive complexity to carry the level of task complexity of a specific managerial role.
2. A strong enough sense of value for the managerial work and for the leadership of others.
All that can be expected of people at work is to do their best; no more, no less.
The Work of a manager is to serve the staff in doing their best.
YOU HAVE THE CHOICE: this choice is evident in your behavior – Act Like a Victim & Take Revenge OR Be accountable
It is time to take the idea of work life back to YOU…what are your boundaries. You cannot expect any organization, company, or manager to do it for you. The system is inherently set to maximize the amount of time you put into production.
In Leadership Coaching and when I am trying to work out solutions and success of my own, I use a scaling method learned from Solutions Focused Coaching.
At the conclusion of this process the marketing team;
Decreased the amount of time to make a decision by creating a model and replicable method. This model was recognized by other department and is now being implemented across the organization.
Decisions are being made faster and costing less money, upon observation and interviews what used to take almost 3 months to be decided upon is now done within 1 to 2 weeks.
The majority of people support the decision made. People understand that each decision needs support and not necessarily total agreement.
Active listening and communication to peers, supervisors and direct reports.
When working with established managers, they know how to set goals, make decisions, plan, manage their time, delegate, etc… and they tell me this, often time forcibly.
When you ask for evidence of what they are doing in reference to goal setting, decision making, planning, coaching performance, listening to people, etc… there is nothing. We fall into the knowing / doing gap.
Great managerial leaders have excellent staff-
Excellent staff do excellent work-
Excellent work keeps people returning-
Returning people keep staff employed-
Employed staff deserve;
“Before walking into the operations team meetings, and shooting off ideas that I think would be easy for the other directors. I should make an appointment, speak with them, get there input and involve them in the plan.”