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
When I met with the team leader, he shared his frustration with the project team meetings and how the team members always complained that communication and support were weak, leading to project completion that was late, over-budget, and below-quality. So, the team leader kept trying more and more meetings – and the same communication and … Continued
When partnering for progress with an organization, I try to follow some processes so I can understand where they are, where I am, and what next step is useful: Organization Development Frame frame the boundaries understand the environment determine what is working determine what is not working respect each person as an expert in their … 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
A Leadership Coaching Process works when there is a combination of organizational support from management and peers, ensuring that you can learn and apply changes in an environment that welcome learning and change; competency and knowledge of the work you are accountable to complete; the value you place on the work, our coaching work together, … Continued
In 2016 I had the joy of supporting Leadership Niagara as their Leadership Development Facilitator. Their CEO, at that time, Molly Anderson, asked me to respond to a series of questions about leadership and executive coaching. Below are my responses and thoughts on how I offer Leadership through Difference. What three things please you … Continued
Meeting with a client, I shared that we will take an uncommon strategic planning approach. They seemed relaxed and concerned at the same time. The uncommon strategic planning idea is to build the system to identify weak signals for progress and regress that re-focuses the strategy. You cannot plan for strategy. You can plan how you … Continued
Our leaders need communication training She needs listening training The management team needs sensitivity training My staff have the wrong attitude We’ve got to teach them to… Motivation is lacking, and they need to learn how to stay motivated I told him many, many times, and he still doesn’t … We just are not measuring … Continued
“Don’t ever criticize a manager for not being a leader if no one has ever told them their role. Rather criticize the inept organization that appointed them.” – John Adair Does leadership development need boundaries, or does it just happen organically within the organization? This question made me flounder for a bit due to my … Continued