Nowhere does this tendency toward artificial harmony show itself more than in mission-driven nonprofit organizations, most notably churches. People who work in those organizations tend to have a misgu...
Most organizations I’ve worked with have too many top priorities to achieve the level of focus they need to succeed.
KEY POINTS—EMBRACING ACCOUNTABILITY • Accountability on a strong team occurs directly among peers. • For a culture of accountability to thrive, a leader must demonstrate a willingness to confront diff...
It’s all about standing there naked in front of the client. It’s about building trust. And in the end, that means the client trusts them and takes care of them.
If you ask me, the best thing that's happened in the last year is that we've almost become a jackass-free zone. No matter what happens, and what challenge we might face, give me a roomful of people wh...
Great teams do not hold back with one another. They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal.
Great organizations, unlike countries, are never run like a democracy.
. . his biggest problem was his need for a problem.
В командах, которые боятся конфликта… скучные совещания; процветают интриги, копятся взаимные обиды; не решаются трудные вопросы, мнения по которым разделились; работники не прислушиваются к мнениям д...
When team members reveal aspects of their personal lives to their peers, they learn to get comfortable being open with them about other things. They begin to let down their guard about their strengths...
Trust is not the same as assuming everyone is on the same page as you, and that they don’t need to be pushed.
What’s critical is that team members know that the areas that were identified will not go away, and that they will have to answer for their progress in the not-too-distant future.
What else should leaders be doing besides going to meetings?
What clients want more than anything is to know that we’re more interested in helping them than we are in maintaining our revenue source. And
Well, some teams get paralyzed by their need for complete agreement, and their inability to move beyond debate.
We have a strong and natural tendency to look out for ourselves before others, even when those others are part of our families and our teams.
Trust is the foundation of teamwork. • On a team, trust is all about vulnerability, which is difficult for most people. • Building trust takes time, but the process can be greatly accelerated. • Like...
Trust is the foundation of real teamwork.
Trust is knowing that when a team member does push you, they're doing it because they care about the team.
Therefore, it is key that leaders demonstrate restraint when their people engage in conflict, and allow resolution to occur naturally, as messy as it can sometimes be. This can be a challenge because...