Despite extensive attempts to redesign performance systems to ensure they are ongoing, are driven by the employees, foster conversations between managers and employees, too many have become a cover-up for poor leadership.
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3 Essential Questions for Leaders in New Roles
How often have you struggled or watched someone struggle while transitioning into a new leadership role? Top performance in one role does not inherently mean excellent performance in a future role with greater responsibility and scope. Success as an individual contributor, manager, functional leader or executive, does not imply success at leading individuals in thoseContinue reading “3 Essential Questions for Leaders in New Roles”
5 Ways To Change Behavior Through High Impact Learning
Learning and development is a booming industry with $83 billion spent annually in the US and nearly $360 billion globally. Yet these efforts are not consistent with performance. A recent study shows both the need for learning and development as well as the failure of current efforts: 70% of employees claim they don’t have masteryContinue reading “5 Ways To Change Behavior Through High Impact Learning”
This, Not That: Team Effectiveness and the Myth of Accountability
Not long ago, I was working with the leader of a team at a mid-size company, coaching him and his two direct reports. They were plagued by performance issues like missed deadlines, inaccurate reporting, and complex interpersonal challenges. They desperately needed to establish some common building blocks for success—quickly. As I interviewed the team—which includedContinue reading “This, Not That: Team Effectiveness and the Myth of Accountability”
People Don’t Leave Bad Companies, They Leave Bad Bosses. Are You a Bad Boss?
We all know the phrase: people don’t leave bad companies, they leave bad bosses, but how do you know if you are a bad boss? In your next engagement survey, ask these two simple questions: Do you have a emotional connection to your manager? Do you trust your manager? Keep it simple. These simple questionsContinue reading “People Don’t Leave Bad Companies, They Leave Bad Bosses. Are You a Bad Boss?”
What’s your “Man on the moon”?
I’ve spent the last few weeks working with an Accounting Team at an energy company. We’ve spent some time discussing vision and purpose. During our conversations, I was reminded of the old story of the journalist who visited NASA in the 60’s, who was writing about the space program and the growing organization. As theContinue reading “What’s your “Man on the moon”?”
Leadership and the Seahawks
People seem to either love or hate the Seahawks. Regardless of your thoughts about the team, their coach Peter Carroll’s approach to leadership is unique in the NFL. I just read a really insightful article about the Carroll’s leadership style: Pete Carroll’s road to redemption leads Seahawks back to SuperBowl, shot at history. A coupleContinue reading “Leadership and the Seahawks”
The Art & Science of Leadership Transition–Part 2
Thinking Strategically to Fuel Smart Decision Thinking strategically is consistently identified as an essential skill for managers and leaders in business today, yet it is also recognized as a skill that is lacking in most. One reason for this lack is that strategic thinking isn’t broadly understood. Thinking strategically is not the same thing asContinue reading “The Art & Science of Leadership Transition–Part 2”
The Art & Science of Leadership Transition
Part 1 of 5 In a recent analysis of 360-assessments data (focused financial institutions) that we gathered from our Leadership Development Program and our Leadership Coaching Practice, we discovered some interesting trends in leadership strengths and opportunities for development. Not surprisingly, behaviors and competencies that are strengths or need developing in individual contributors, also showContinue reading “The Art & Science of Leadership Transition”
Delegation without Dumping
Learning to delegate effectively is a frequent challenge for many of those who I have coached. Managers often choose between two evils: micromanaging or dumping. Effective delegation is an art that frees up the mangers time to focus on their “real” job and their priorities, and is an effective tool for development and growth, asContinue reading “Delegation without Dumping”
Inciting Leaders 