Bob Sutton shares the power of profanity and leadership with NPR. "Sometimes, when you really need that wallop, you want to get out the word. But then there’s other times when you don’t want to give it to them ‘loud and dirty,’ because you embarrass them. You get them all cranked up and you’ve got … Continued
The false dichotomy between ‘leaders’ and managers’ stems from the absurd notion that organizations need ‘leaders’ at the top and a staff of ‘managers’ at all levels below them – a modern form of Plato’s class distinction between kings / Philosophers (leaders), guardians (managers) and workers/slaves. This is an early form of Taylorism.
Team building allow leaders and team members to gain a micro-view of people in situational transactions. When involved in these situational transactions people can see how others and themselves, think, act, handle conflict, handle long and short term delegation of tasks, are able to view the team as a whole, as well as how the individual works and treat others in projects.
This is powerful because rarely is the opportunity given for teams to explore and objectively view a project take place where all team members are present in real-time and are then led through processing and reflection to highlight and explore the strengths of the individuals and the team while involved in work.
“My job is to hold the umbrella so the shit from above doesn’t hit you. Your job is to keep me from having to use it.”
Leaders must be knowledgeable and respect those who work for them. Leveling the field and clearing obstacles for staff to complete their work, this includes “holding the umbrella so the shit above doesn’t hit you.”
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
Team-Building is a practice in resiliency. One part is the personal ability of the individual to continue through a process once the fun stops, develop a solution, be facilitated through understanding the process & learn adaptive techniques.
The other part is team resiliency. The ability of a team to develop a shared psychological state of working through challenges and staying together, working through conflicts and coming out stronger on the other side. Allowing each team member to use their talents and abilities in an autonomous manner, while still focusing on the the set goal and challenge.
With this mantra of economic doom and gloom organizational leaders are shifting their focus away from Team Development and talent enhancement, forcing them to scramble to cut costs. “…top leaders around the world ranked financial pressures to cut costs and rapid market decline as their toughest business challenges, dropping talent management to last on the … Continued
Question Daniel wrote “Hi. Next week, I am speaking during a conference about Motivation. The audience is composed of young people who are starting their business and who are quite demotivated by the financial crisis…I would like to catch them and to captivate their attention and mind in involving them in a game or … Continued
“The ruler is powerful because he is at the head of a complex set of relationships. By Contrast, personal strength, morality, and abilities are qualities that belong only to the individual. They are ineffective unless conjoined with the larger pattern of influence.” This line from Sun Tzu, “The Art of War, A new translation” resonated … Continued