image When we sell ourselves as business or executive consultants, remember that our advice will impact people’s lives and livelihoods. A knowable deception is acceptable when selling me a more expensive shirt, shampoo, or a consumer product that only affects my life. I know that drinking a particular kind of beer or spirit will not … Continued
Goal Setting and achieving goals is impossible in an environment where the goal changes, moves as you make progress, you have little to no control over other people, who are required, to achieve the goal external forces (government regulations, laws) that change their focus are an intricate partner in controlling the goals or in completing … Continued
“One of the best ways to improve the quality of teamwork, the researchers found, was to incorporate active involvement into team-building exercises. For organizations, this means that interventions that utilize interactivity and active learning are likely to be more effective than lectures or other forms of passive instruction.” – How To Build A Better Team? … Continued
While organizations and Human Resources promote theories of engagement, multiple generations, and cultural fit, we continue to seek the recipes and others to show us ‘what matters or what should matter to a diverse workforce. Paradoxically this causes a dependence on others to point out how we should be engaged or what cultural fit ought … Continued
Asking why will reinforce your power as a manager. However, it will not make your work any easier. Slowing down to ask a series of ‘where’ questions will enhance the team’s output, and add value to the team’s decision-making and problem-solving. All of which makes you a better leader and the team a learning team.
You do not need a recipe or magical thinking. What will support your organization to make progress is the same things that you value as a person. Being trusted to use your judgment and discretion to add value to the work and others.
Asking why will get the problem solved faster, in the short term. However, the problem and similar problems will come back to you, because you solved them. Asking ‘when’ will create progress with the team member and you; leading to learning.
Stopping what is not working is one of the best ways to construct change and progress within a company.
Organization development and executive coaching works best as a client-centered approach. Working together, respecting each party is knowledgeable about the goals, resources, progress-steps, and what works to make progress towards the goal.
Your best project manager comes to you to help with personality clashes. They share how strong personalities are getting in the way of work, and asks for your advice on how to fix this dysfunctional team. Rather than asking why – which will move the work onto your plate – ask a series of ‘how’ coaching questions.