You have been a meeting zombie, I have been a meeting zombie…We both are guilty of spreading the Zombie virus to others in the meeting room.
How can this be avoided?
There are a couple things.
Meeting Zombies thrive on apathy and mistrust
Organizations, teams, and people really want to do their best work.
In a workshop or consultation or coaching meeting we can create a system-that-drives the desired behaviors. BUT when people go back to their workplaces that’s when the real learning and system change takes place.
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.
Favorite Team Building & Leadership Blog Articles 2012
Favorite Team Building & Leadership Activities + Simulations 2012
Favorite Images Used in Workshops and Speeches 2012
Often resistance to change is just the lack of clarity.
Taking the time to be clear on what the goal or end of the process will look like and defining with clarity what is expected can be enough to move people and yourself into action.
A persons behaviors can become extreme as a sign of an inept manager-employee situation. As a manager you must have the capacity to complete the required responsibilities, if your capacity is lacking then effective management cannot take place.
There is one condition that I consider to be more important than the rest, and it is the foundation of “People join companies and leave managers.”
Optimum Manager-Subordinate Distance.
Many companies and managers think that what they are doing and the choices they make increase trust. While in reality they only reinforce the suspicion that already exists.
I got to spend a day team building with Mon Yough Community Services (MYCS), outside of Pittsburgh PA.