At any given moment all of us, whether in work, personal relationships, or anywhere else in life, are Rote Copying, Surface Understanding, and Personally Mastering many things and many times at many levels.
Your Leadership Development happens on 3 levels. All require a slightly different approach The organization and environment in which you are leading; Your values, habits, and behavior as a leader working with others; How others respond to you when you exercise your leadership role. A question to consider when reflecting on your leadership – Are … Continued
The pablum of executive coaching literature consistently points to setting goals. The goals of the coach and executive must be measurable, specific, and quantitative. Cherry picking something Peter Drucker Never Said! of “If you can’t measure it, you can’t manage it.” It is interesting to read Drucker’s thoughts on this, “Your first role . . … Continued
Would people prefer to have silent sheep that stab them in the back? Would people prefer to keep their heads in the sand with their asses in the air, like the ostrich?
When the management team documented the responsibility they could compare that to the authority of team leaders and we changed how the work got done, leading to people working differently.
The power of coaching questions is that they allow the manager to listen to the response, and really understand how and what the person is thinking.
It should be noted that in most organizations mistakes tend to be concealed even from those who make them. The likelihood of such concealment increases with rank or status. Therefore, the higher the rank, the greater the claim to omniscience. This implies that learning is least likely to occur the higher one goes in an organization.
When many systems are created they have steps that are purposely duplicative. As the system matures the duplicative steps will become a waste or drain on the work.
In managerial-leadership coaching & executive coaching a prime responsibility is to continually increase the choices that may lead to shared goals and outcomes.
Our guilt and concern for what happened in the past may block progress to find a solution. The resolution of guilt Skeleton Key may be used to have the person determine what will be happening when this guilt is lessened or no longer exists. From this change in focus, new solutions may become evident.