Solution-Focused team building is something that can be used to construct progress for your team. Below is an overview of solution-focused and the framework for the team building activity. I’ve used solution-focused coaching with management teams to share with the leadership a way to discuss strategy, progress, and regress in a manner that creates next … Continued
In a talk with ATD Buffalo Niagara, I shared a theory or framework of change. Framework for change: Frame the boundaries… Boundaries are the edges of the work, process, or change, and this is opposed to Goals – a goal is a what by when. Boundaries are different than goals in how boundaries are the … Continued
A Leadership Coaching Process works when a 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 … 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 some thoughts on how I offer Leadership through Difference. What are three things that … 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 … Continued
Supporting an organization through an interesting experiment. The company has ~28% turnover rate, which is not too bad, and they want to reduce that to about 20% in 2-years. We decided to hold a series of ‘Stay Interviews’, to create a continuum of stories about employee satisfaction and dissatisfaction, with people who have remained with … Continued
Consulting a team of managers in the Understanding organizational complexity and change process, one of them asked me what types of questions I may ask a team or person to understand better how to support their progress in change and complexity. I smiled, and we worked out a series of questions. Many of them are … 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.
Presentation slides from a team building session I facilitated with six nonprofit leadership teams. The objectives were to develop a team-based process to maintain the gains in infrastructure and team development, plus value propositions using data.
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.