Favorite Team Building & Leadership & Innovation Blog Articles 2011
In no particular order.
At first I thought I would do this based upon traffic and page hits, then I thought NOPE! These are my favorites, selfish yes. Although I am sure you will also enjoy them.
Favorite Team Building & Leadership Activities + Simulations 2011
In no particular order.
Some of these were posted here. Some were leaked super secret like to the Create-Learning Letter
Favorite Images Used in Workshops & Speeches 2011
In no particular order.
This proved to be more challenging than I thought it would have been! These are all from 2011 speeches, workshop and presentation I gave, while not comprehensive, they are my favorites.
Below each image is a link to the content.
Some of my favorite team building and leadership images of 2011.
These are all summed up in a need for opportunities for Self-Development. The challenge is what is said, and what is thought, and what is practices and rewarded are all very different.
This is a very honest post, about the struggle that I deal with in trying to make teams and leaders better. If we are to really make your organization function and achieve high performance, we need more than window dressing, recreation and placing Fish stickers on the wall. Bromides of – team excellence, Good-to-Great, Management By Objectives, etc… That we have all heard and wondered, what does that mean?
Systems-Drive-Behavior if you are seeing outcomes that you don’t want then we must examine the system that created that behavior. This will force you to face what you believe vs. what is the evidence, and one of those has to win.
All managers should be provided with the unequivocal authority to decide that a particular person, who is no longer working at a minimum effectiveness required for their role (for example the persons best is NOT good enough for the role), whether due to loss of commitment, not keeping up with new knowledge and technology, whatever the reason. This person will no longer keep their position with that manager, they have been de-selected.
How do you respond when you are wrong?
Your choice/argument may very well be wrong and your response as a team member or Managerial-Leader is important. Because, even though the choice may be challenging and you did the best you could at the time…you can still be wrong.
Many times planning stops at Goal-Setting. Then managers are surprised when (if) the goal is completed it is late, over budget, below quality and the people fight the entire process. Roles (who will do what) and Procedures (how the work will get done) are necessary steps in the Goal Achievement Process. Ignore these steps at your own management peril!
What is an Organizational or Work System? Here are 4 properties or attributes of a system. Each one helps clarify what makes systems unique and how they impact our entire lives.