Consistently I find that those that are seen as high-performers get more work. They come to be resentful of the extra work so they slow down their rate of production or lessen the quality of their work or stop trying so hard or fall into victimhood or seek to transfer out of the company all together.
Suggesting that he should act ‘As-If’ his work life was organized, his executive team made better decisions quicker and his team achieved what we defined as high-performance. This was more than a thought exercise, it was time for this executive to actually behave As-If.
It is not just a matter the manager’s saying ‘Do this it’s what you’re paid for!’; it is requisitely a matter of saying, ‘I want this task done and I am assigning it to you; I am accountable for assessing the outcome.
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.
Coaching and development for 5 high potential managers. Currently the managers are struggling with a change in their role. Their direct manager is noticing a lapse in time for responses to customers and project members, poor delegation of tasks and prioritization of incoming and outgoing work, plus increased signs of stress with the employees.
DTC operator continues to be one of my favorites for working with teams that feel stuck or just cannot move out of their own way to explore the system and problem in a different way. It allows people to work in extremes and through those extremes they see possibilities that felt silly or just wrong before.
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.
Selection of leaders using complexity thinking, motivation, and development of current into future skills.
Creating a consulting and coaching process for an organization that wants to develop about 110 high potential employees.
Favorite Team Building & Leadership Activities + Simulations 2012