“Workplace complexity dwells in set(s) of options about what is possible rather than a set of options about what is probable.” – Simple Habits for Complex Times. Sitting with a senior management team, we talked about how to understand and prepare the company to work through workplace complexity and Change; one of the managers said, “I … Continued
Finding what works to amplify Often on Sunday, I am a little overwhelmed with the weekend, and the work week starts. While going through my plans I felt a bit stuck, do you ever think that way? Testing the SOLVED Cards process and enjoying the tangible feeling of coaching questions cards, I pulled these 6 … Continued
Some teams and managers create environments where backstabbing, shit-talking, and gossiping are the norm.
They do this, with the best of intentions – and are guilty of hiding their eyes, ears and mouths from the reality they are seeing.
You can do something about it.
Team Building and Leadership Expertise is a challenge to define and understand. Everyone seems to be a thought leader, and all the noise and ideas are equal and valuable. I am guilty of pushing lots of noise into the organization, team, and leadership development field. While I try to ensure that what I share is … Continued
Facilitating a Leader-as-Coach workshop, one of the managers asked, “What things might I be doing that are making people miserable and I am not aware?” What an interesting question! After some laughter, I shared these four ideas below. 4 ways managers remove joy and meaning from your work Dismiss your idea. “That is a bad … Continued
Your Leadership Development happens on 3 levels. All require a slightly different approach The organization and environment in which you are leading; Your values, habits, and behavior as a leader working with others; How others respond to you when you exercise your leadership role. A question to consider when reflecting on your leadership – Are … Continued
Recently someone asked me what theories or concepts are the foundations of my work. This made me think, and slightly concerned. I do not enjoy being too deeply enamored with an organization development, leadership, or team development theory because that may blind me to other and better ideas that I have not yet discovered, and … Continued
For an intervention to successfully fit, it is not necessary to have detailed knowledge of the complaint. It is not necessary even to be able to construct with any rigor how the trouble is maintained in order to prompt a solution. [ ] All that is necessary is that the person involved in a troublesome … Continued
One problem with team-building assessments is that most data gathering and evaluation questions are passive. It seems as if team building happens to people, as opposed to people being active players in their work lives. Working with a Managing Partner in a law firm, he shared his frustration like this, “We work hard to make … Continued
The pablum of executive coaching literature consistently points to setting goals. The goals of the coach and executive must be measurable, specific, and quantitative. Cherry-picking something Peter Drucker Never Said! “If you can’t measure it, you can’t manage it.” It is interesting to read Drucker’s thoughts on this, “Your first role . . . is … Continued