…if you want to get ahead, learn the game and play the rules. Only once you learn the game better; can you influence the other people. Kicking and pounding on the door yelling that YOU SHOULD PLAY gets you no-where and everyone just thinks you are an asshole.
Team Building & Leadership process that was created for a retail organization that was preparing for a new product launch. The company promoted 5 internal sales, marketing, and existing staff to be “team leaders” of the new product. Create-Learning Team Building & Leadership was contracted for 8 months to facilitate, train & develop the team leaders, and build upon the existing skill sets of all the team members in the product launch.
Solutions Focused Leadership Coaching mikecardus.com Coaching / mentoring discussions creating organizational and leadership futures activates parts of the brain that create reality for the individual. Using a model of finding solutions and creating clear & distinct future actions, re-wire your brain to take those behavioral actions. It returns to Kirpatricks’s 4 levels for organizational … Continued
Can you answer these questions;
It is fruitless to ask “Is management or leadership more important in an organization?”, in the same sense that it is a non-question to ask whether the length and color of a stick are more important than the stick. You cannot have the thing without its properties.
Shared process and structure for leadership team to make decisions and solve problems within a time span.
Skill in active listening and communication to peers, supervisors and direct reports.
Co-creation of decision making methods for Leadership team to utilize in real-time. Leadership team will make a decision that is applicable to the organization at the time of our meeting.
Co-creation of team problem solving for Leadership team to utilize in real-time. Leadership team will solve a problem, develop an action plan & plan the step to a solution that is applicable to the organization at the time of our meeting.
Discussing and listing what created success, and then when I asked “If we were to go through this challenge again what would you as a group and individuals continue to do to be successful?” they had counter-examples to utilize.
Going negative to highlight and create a comparison tool for the solutions is just what is needed.
Focus on YOU as a team of YOU and not with direct reports and subordinates and managerial hierarchies that rely on you and force accountability.
Begin with your current knowledge and skill sets, explore your confidence in determining micro-steps (small action triggers and tasks) that are in-line with your macro-goals (larger goals within the time-span capability you are capable of based upon your mental processing.)
“It’s good to know what doesn’t work, but it’s really helpful to know what does.”
This is why leaders and people within the organization NEED to be properly matched with their capability to make decisions, use their judgment for completion of task assignments (within Goal Setting Structures) and have the opportunity to work for a leader that knows their values & commitments, plus can establish clear and distinct good and bad quality definitions of work.
All people who work are due that from the leader.