Focus on YOU as a team of YOU and not with direct reports and subordinates and managerial hierarchies that rely on you and force accountability.
Begin with your current knowledge and skill sets, explore your confidence in determining micro-steps (small action triggers and tasks) that are in-line with your macro-goals (larger goals within the time-span capability you are capable of based upon your mental processing.)
This is why leaders and people within the organization NEED to be properly matched with their capability to make decisions, use their judgment for completion of task assignments (within Goal Setting Structures) and have the opportunity to work for a leader that knows their values & commitments, plus can establish clear and distinct good and bad quality definitions of work.
All people who work are due that from the leader.
The theme of “what does it feel like to work for me” continually proves to show that many, many leaders have no idea.
When asked, “When I speak with the staff what would they say it is like working for you?” it is too easy to fall into positive illusion.
Bosses slip into this because, they are the boss! and not matter how hard they try that STINK of BOSS cannot be removed.
Providing the leadership team with skills, tools, and facilitation that will allow them to find strengths within themselves, their department, other departments and the organization.
While exploring these strengths discussions and process development of existing customer and stakeholder interactions will evolve and create increased staff and customer satisfaction and retention.
Step 1) Know your people. Know your staff. Take the time to discover their skills. If you do not know their skill set, how can you promote their talents! Step 2) Create and share the relevancy. Knocking down the hurdles for people to accomplish and work at their skill level. Increasing the absorptive capacity of … Continued
People who are newly appointed in management positions. The way that your organization prepares, processes, and acculturates this person to their new job leads to success and failure. What is your organizations process for new managers? How were you prepared when you were promoted? Unfortunately many companies just promote then drop new managers into their … Continued
Create-Learning will facilitate your Leadership team to effectively develop, plan and institute real-time leadership of Task(s) / Team(s) / Individual(s) within their current programs. Leading to long-term effects of financial gains, retention of staff, satisfaction with work & leadership.
Outcome focused leadership content is facilitated and coached to the Leaders. With field assignment that are applicable to the work of the leader, shared results, information and best practices, and the creation of an organizational best practice leadership tool.
People join companies, and leave managers… Be the reason people stay with your company Leaders use Create-Learning’s Exponent Leadership Process to develop the professional, organizational, and emotional skills to be the manager that people look to as the reason to remain with your organization. As a result of this process, you will be able to: … Continued
This will be the first in a series of post – showing some activities and the potential connection to workplace, team skills & leadership. The primary job of a team building consultant using learning simulations is to facilitate and discuss with the team exactly how this relates to work…If you cannot facilitate a discussion with the team about how what they just did relates to work, you OUGHT not to be a Team Building Consultant for corporate groups.
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Talk about a continuum of leadership
Ask people to move to where they feel most comfortable in their leadership. On the Far Left side are the Results Orientated Leaders ——– Far Right side are the Fun Orientated Leaders. If you are not strong on either end choose along the continuum where your leadership style fits.
Take a moment and look at yourself in relation to the other leaders in the room
Choose a partner who is closest to you – and take 2 minutes to discuss why you chose to stand where you did.
Ask if anyone wants to share what they spoke about.