Submitted by Sal Silvester on April 4, 2011
The last three posts have been focused on overcoming challenges encountered on remote teams. Part 1 was focused on getting your virtual team aligned, Part 2 on building cohesion, and Part 3 on creating disciplined team processes.
Today's post is focused on remote team leadership.
Submitted by Sal Silvester on March 22, 2011
Working on teams where some or all team members are remote is becoming the norm rather than the exception. And frankly, having remote team members adds complexity that often times accelerates and amplifies communication breakdowns.
Submitted by Sal Silvester on December 7, 2010
I recently worked with a team in Fort Collins, Colorado helping them build alignment and cohesion.
The CEO was a technologist. The Sales VP wanted to see a more sales-driven organization. The Engineering VP needed more engineers to meet the demands of a singificant customer contract. The CFO wanted to instill process and financial discipline. The HR VP was mostly focused on administration.
Each person came to the team with his/her own agenda and vision.
The team was a mess.
Submitted by Sal Silvester on November 23, 2010
I am excited about our upcoming webinar Laser Focused: 3 Keys to Getting Senior Leadership Teams Aligned for 2011.
When: December 9, 2010; 12:00 - 12:47 mountain time
This webinar is meant to be a practical program for senior leadership teams, giving them tools to increase team effectiveness. What I have found throughout my experience over the past 17 years working with senior leadership teams is that they deal with some unique challenges that often limit their productivity and cohesion.
Submitted by Sal Silvester on October 28, 2010
In the first two parts of this article, I discussed the impact that senior leadership teams have on their organization. The behaviors that begin at the senior leadership team level ripple through an organization, and just like a wave that grows as it nears its shore, those behaviors also grow and get repeated - regardless of whether they have a positive or negative impact on the organization.
Submitted by Sal Silvester on October 26, 2010
In almost any leadership book you read about, you'll hear that having a vision is important. But, for many people, the idea alone is difficult to understand. And, as a result, having a vision becomes elusive.
Getting clear about your vision for the team isn’t rocket science, and most leaders make it more complicated than it needs to be. It is simply being able to communicate the purpose of the team, where you would like the team to be, and how you would like the team to get there.
Submitted by Sal Silvester on September 29, 2010
Do you work in an environment where:
- People are constantly running around focused on pressing matters instead of being able to think about the big picture.
- There is never time to do anything except put out the latest and loudest fire.
- The organization expects to move quickly but it crushes critical thinking and debate.
- It is the norm to work 60+ hours per week.
How about an environment where:
Submitted by Sal Silvester on August 5, 2010
"The conduct of a company's leadership team is directly correlated with the organization's long-term performance."
In her article Lessons from Team Fumbles, Susan Lucia Annunzio goes on to say "Once-venerable institutions such as Bear Stearns, Lehman Brothers, Merrill Lynch and Royal Bank of Scotland paid the ultimate price for the behaviors of their leadership teams."
Some of the behaviors Annunzio is referring to includes:
Submitted by Sal Silvester on July 28, 2009
Submitted by Sal Silvester on July 1, 2009
How many SOPs does your organization have? Do you have SOPs on how to write an SOP?
What core values guide the people in your organization? Are those values real as you hire people, work together, and serve your clients? Or, are they just pretty posters on a boardroom wall?
How do you handle your training? Do you give people a list of the 791 things they can do, a list of the 427 things they can't do, and then have them sign the bottom of the page indicating they understand it all (I've heard it called "check a box training")?