The high performers learn:
The more you do around here, the more they ask you to do.
And the low performers learn:
The less you do around here, the less they ask you to do.
Either option leads to under-performance.
We Changed Things Again. Now the team is Freaking out! Managers spend months meeting and talking about a change, then drop it on staff expecting them to “get it” within 2 days. Then wonder why the change does not happen.
The elimination of things that cause dissatisfaction does not equate to satisfaction.
Developing a mentoring process with existing managers is a way to create discussion a shared language of work between the leaders being developed and those that are already doing the work. Bringing the leadership development to a pragmatic level placing the focus on what matters; Seeing the work get done and having the opportunity to ask questions, and have someone with skilled-knowledge answer those questions.
DiSC Team Building Activity; Used to flex their S – Steadiness Preference.
For participants to experience an S – Steadiness type culture. In this activity all people are asked to use their Steadiness behavior to be supportive of the team and get satisfaction from helping others be successful.
To be effective on an ongoing basis, teams need to be integrated within the existing structure of an organization.
I figured using SOLVED Solution-Finding Method may frame your thinking for setting some resolutions for your organizations, teams and personal future.
The experience of the future ( when / if the goal is achieved ) is an experience in the present of something lacking, missing, of something to happen or wanted, BUT mainly something to be worked for.
Favorite Team Building & Leadership Blog Articles 2012
Favorite Team Building & Leadership Activities + Simulations 2012