The only thing that really matters is this: are they holding back their opinions? Members of great teams do not.
There cannot be alignment deeper in the organization, even when employees want to cooperate, if the leaders at the top aren’t in lockstep with one another
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...
В командах, пораженных пороком недоверия, люди… скрывают свои слабости и ошибки от других; не критикуют коллег; неохотно обращаются за помощью, если это не входит в их служебные обязанности; быстро де...
В контексте создания команды доверие — это убежденность членов команды в том, что действия коллег диктуются благими намерениями, поэтому не надо бояться и защищаться. Фигурально выражаясь, члены коман...
3. How do you talk about and use the answers to these questions?
Because the purpose of an interview should be to best simulate a situation that will give evaluators the most accurate view of how a candidate really behaves, it seems to me that getting them out of t...
Building an effective, cohesive team is extremely hard. But it’s also simple.
Healthy organizations believe that performance management is almost exclusively about eliminating confusion. They realize that most of their employees want to succeed, and that the best way to allow t...
Help people realize that when they fail to provide peers with constructive feedback they are letting them down personally. By holding back, we are hurting not only the team, but also our teammates the...
Hiring without clear and strict criteria for cultural fit greatly hampers the potential for success of any organization.
Keep in mind that a real team should be spending considerable time together in meetings and working sessions. In fact, it is not uncommon that as much as 20 percent of each team member’s time is spent...
Members of teams that tend to avoid conflict must occasionally assume the role of a miner of conflict—someone who extracts buried disagreements within the team and sheds the light of day on them. They...
More than any policy or system, there is nothing like the fear of letting down respected teammates that motivates people to improve their performance.
Our ability to engage in passionate, unfiltered debate about what we need to do to succeed will determine our future as much as any products we develop or partnerships we sign. It
Peer pressure and the distaste for letting down a colleague will motivate a team player more than any fear of authoritative punishment or rebuke.
Putting together an agenda before a staff meeting is like a marriage counselor deciding what issues she’s going to cover with a couple prior to meeting with them.
Rather than coming together to make the best possible decision for the entire organization, they become lobbyers for their own constituents
So many people there are so concerned about being socially conscious and environmentally aware, but they don't give a second thought to how they treat the guy washing their car or cutting their grass.
Sounds crazy and counterintuitive, I know, but it is true.
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