Want to Improve Team Performance? Focus Around Your Clients

How do you structure your teams to get the most out of each employee and deliver the best results for your customers?

Shift 2 Continued: Drive Strategic Vision (Part 3)

In our last two posts, we began to explore the second mindset shift that leaders need to make to successfully navigate the transition into senior leadership. It’s a shift from a Problem Orientation to an Outcome Orientation.

Shift 2 Continued: Why Peer Relationships are More Important Than Direct Reports (Part 2)

In our last post, we began to explore the second mindset shift that leaders need to make to successfully navigate the transition into senior leadership. It’s a shift from a problem orientation to an outcome orientation.

The three components to actually making this shift are (1) cross-organizational advocacy, (2) driving strategic vision, and (3) building people capacity. We’ll explore the first component in this post.

Leadership Self-awareness

“It is good to see ourselves as others see us. Try as we may, we are never

able to know ourselves fully as we are, especially the evil side of us.

This we can do only if we are not angry with our critics but will take in good heart whatever they might have to say.”

― Mahatma Gandhi

Checkpoint: Tracking Toward Your 2015 Goals?

We are 43 days into the New Year. How are you tracking toward your personal goals? Have you gained momentum on your fitness, finance, and family aspirations? How about your professional goals? Have you focused on developing those team and leadership skills? Are you building that power network? Have you made strides toward acquiring that new technical skill? 

Coaching Your High Potential People (A Players)

Audrey works as a software engineer in a fast growing technology company in Denver. She’s young, smart, and a rising star on her team. She’s got a great attitude that is equally matched with performance. You might call her a “high potential” team member or even an “A” player.

Assess Performance, Then Coach

assess your people, then provide leadership coachingDo you want to make your coaching efforts more effective? If so, you'll need to be able to measurably assess your people.

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