KEY POINTS—FOCUSING ON RESULTS • The true measure of a great team is that it accomplishes the results it sets out to achieve. • To avoid distractions, team members must prioritize the results of the t...
Let me assure you that from now on, every staff meeting we have will be loaded with conflict. And they won’t be boring. And if there is nothing worth debating, then we won’t have a meeting. The
Most people are generally reasonable and can rally around an idea that wasn’t their own as long as they know they’ve had a chance to weigh in.
No amount of intellectual prowess or personal charisma can make up for an inability to identify a few simple things and stick to them over time.
On a cohesive team, leaders are not there simply to represent the departments that they lead and manage but rather to solve problems that stand in the way of achieving success for the whole organizati...
Politics is when people choose their words and actions based on how they want others to react rather than based on what they really think.
So you have to be confident enough to do something that is potentially client-threatening. It
Teams that commit to decisions and standards do so because they know how to embrace two separate but related concepts: buy-in and clarity. Buy-in is the achievement of honest emotional support. Clarit...
The most important action that a leader must take to encourage the building of trust on a team is to demonstrate vulnerability first. This requires that a leader risk losing face in front of the team,...
The most important part of the development process, and the part that is so often missing, is the leader's commitment to constantly reminding an employee if she is not yet doing what is needed. Withou...
The most well-intentioned, well-designed departmental communication program will not tear down silos unless the people who created those silos want them torn down.
The only way for people to embrace a message is to hear it over a period of time, in a variety of different situations, and preferably from different people. That’s why great leaders see themselves as...
There is always that little voice in your head saying, What about me? Sometimes that little voice drowns out the cry of the team, and the collective results of the group get left behind.
These are the six questions: 1. Why do we exist? 2. How do we behave? 3. What do we do? 4. How will we succeed? 5. What is most important, right now? 6. Who must do what?
Trust is the foundation of real teamwork.
Well, some teams get paralyzed by their need for complete agreement, and their inability to move beyond debate.
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
When it comes to establishing a norm for a team, a measure of judgment is required of a leader. While there is no doubt that the person in charge must set the tone based on a personal belief about wha...
Every organization must contribute in some way to a better world for some group of people, because if it doesn’t, it will, and should, go out of business.
The fear of conflict is almost always a sign of problems.
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