Photo Inquiry Friday: Are you capable of doing more?
* On a scale of 0 – 10 with 0 being not utilized at all and 10 being fully utilized; Currently my managerial leadership capabilities are being utilized to their fullest capacity.
Team Building & Leadership Workshops: Team Accountability & Decisions; Developing & Being a Part of High Performance Teams; Leading Team Leaders
The objectives for this project include;
Team members to have a common language of team development and leadership
Team members to see how personal accountability and team accountability fit into the organizational and project mission, values, and purpose.
Develop skill sets in 1. Effective behaviors of team membership 2. How to develop teams and team goals 3. How to lead those who are in charge of teams.
10 Misconceptions About People At Work
Once, as a manger you begin to view people in the following 10 Misconceptions it impacts you perception (as a manger) of fair treatment and pay. Leading employees to only further exhibit the behaviors you believe.
Managing Across Generations: Leadership Coaching Success Story
At the conclusion of the Exponent Coaching Relationship with Sharon:
Interviews and observations showed increased collaboration amongst the various departments and age groups of the agency. The younger staff felt heard and respected, the mature staff felt proud to share their experience and learn new techniques and ideas.
Recent Promotion to Management: Leadership Success Case Study
Anthony, at 30, was promoted to Director of Finance. He had been chosen because he had the ability to fill the role and his level of thinking and values matched what was needed for success in the position. Prior to the promotion, he had served as a team leader of purchasing.
6 months later, after several of his staff had approached the VP of Finance with their concerns, I was brought in to help Anthony meet these challenges:
Anthony was showing favoritism to his friends, with whom he used to work and now was managing
He was doing too much of the work that could be delegated
He was not creating plans to accomplish goals assigned to him by the Vice President of Finance
He was not adding any ideas to discussions during management meetings
They Can’t Be Crazy! Plus 4 other necessary qualities of managerial leaders.
1. The necessary level of cognitive complexity to carry the level of task complexity of a specific managerial role.
2. A strong enough sense of value for the managerial work and for the leadership of others.
All That Can Be Expected Of You At Work Is To Do Your Best
All that can be expected of people at work is to do their best; no more, no less.
The Work of a manager is to serve the staff in doing their best.
Photo Inquiry Friday: Acknowledging the Gap is Not Enough. Do Something!
When working with established managers, they know how to set goals, make decisions, plan, manage their time, delegate, etc… and they tell me this, often time forcibly.
When you ask for evidence of what they are doing in reference to goal setting, decision making, planning, coaching performance, listening to people, etc… there is nothing. We fall into the knowing / doing gap.
Competency is Action > Action Leads to Trust > Trust Leads to Satisfaction With Life & Work > Satisfaction Kills Misery
Great managerial leaders have excellent staff-
Excellent staff do excellent work-
Excellent work keeps people returning-
Returning people keep staff employed-
Employed staff deserve;
Before the Promotion He Was Nice and Had Potential
Time and time again people within the team are promoted up the hierarchy before they are ready. They are promoted with the belief that “they have potential” or “they are smart and will mature into the position” or “she has been here so long, and no-one knows this department as well as her, she will figure it out” plus many other nonsensical reasons.
Why do you still continue to believe this? The system is broken…and it is your responsibility to fix it.