Favorites of 2011Photos of Teams
Some of my favorite team building and leadership images of 2011.
Authority to reject a subordinate to fill a position
All managers should be provided the unequivocal authority to turn down any candidate who may be offered from above, not on personal grounds, BUT only if their judgment is that the candidate cannot do the necessary work.
Structured vs Unstructured? Does it Matter?
Leading and working with teams, the people who make up the team have a desire for Self-Direction (autonomy) to make their own choices AND have a desire to be Other-Directed (dependence) to be told what to do. Each has there benefits and challenges.
Planning Nothing Magical Just Your Work
Within all parts of your work YOUR knowledge and thinking must be part of the plan. No technology or rote process can give you the “correct” plan – BUT a solid process for planning can guide you to the best plan for your team and you.
A plan is a judgment about the best way to go about achieving an intended goal
Team Development and Leadership Development with Professional MBA Students
After working with the University of Rochester NY, Simon Graduate School of Business Executive MBA program, I had the absolute joy of working with the Professional MBA Program.
Using Your Smart Phone to Gather Information Cheating or Wise Use of Resources?
As a team member if you have access to resources and knowledge that may help the team be more successful it is your duty to share that knowledge. The team may decide what and how useful the information is.
Corporate Team Building & Leadership
Working with a group of executives that are all re-starting their academic careers in pursuit of an Executive MBA is a challenge that I welcome. For the 2nd year in a row I have had the honor of facilitating a two day workshop with the Simon Graduate School of Business – University of Rochester Executive MBA program.
Relevance Enneagram A Tool for Finding Value in Work
In order to improve individual effectiveness and team processes; that result in increased productivity & people who LOVE the work they do. People MUST be properly matched to the role that fits them. This is accomplished in examining 5 areas;
Managers Add Value By Setting the Context
For people to effectively work as a team, there is a requisite need for understanding and knowing the background context in which they are operating. Once there is understanding of the context + background of the work then each person can use their initiative to complete their own work and contribute to the teams work, with certainty that they are within the guidelines and expectations for doing great work.
Facts Belong to the Task & not the Performance
“If a question can be put at all, then it can also be answered.”
The questions created around goals, decision making, planning, delegation, task evaluation, etc… all refer to the task established to be completed. The questions radiate the ability to work to your capacity to complete the tasks. Then ensure that tasks that are delegated are completed in the highest capacity to the person assigned to work.