Submitted by Sal Silvester on September 12, 2011
In Part 1 of this post I mentioned that collaboration trumps time management...every time.
In others words, if you want to do things faster and better, instead of looking toward time management techniques to make 5% or 10% improvements, figure out how to work more effectively with others - on your team, across departments, and within the broader organization.
For collaboration to work, relationships must be focused on open communication. How do you create open communication?
Submitted by Sal Silvester on September 6, 2011
When people don't communicate what they need, it results in a lose-lose for themselves and others around them.
I recently experienced this in my personal life. I'd been traveling (mostly for fun and personal time off) several weeks in a row and my wife and I were invited on an out-of-town trip to the mountains with friends. I immediately said yes, because spending time with friends and family is one of my core guiding principles.
Submitted by Sal Silvester on August 10, 2011
Another common and costly leader mistake that can result in a loss of credibility and trust.
MISTAKE: Leading with answers instead of questions.
Jim Collins said it best in Good to Great:
Submitted by Sal Silvester on June 15, 2011
Having successful relationships in the workplace requires only three simple things:
- people who think exactly like you do.
- people who have the same exact needs as you.
- people who have a perfect history with you.
If you DON'T have these three things, then I'd consider you normal. And, if you do have these three things, they're likely to be accompanied by their three cousins - groupthink, mediocrity, and stagnation.
Submitted by Sal Silvester on May 23, 2011
As heard in one of my team coaching sessions last week from a participant...
"If two people agree, you don't need one of the opinions."
Submitted by Sal Silvester on May 12, 2011
Are you tired of showing up at meetings and not knowing why you are there to begin with?
That seems to be the norm in most organizations.
The problem is that when there isn't a clear purpose and agenda for a meeting, people waste time and energy endlessly talking around each other - never closing on decisions and moving actions forward.
Do you know what the Number 1 excuse is for not having an agenda?
"We don't have enough time."
People are too busy, overwhelmed, and overloaded.
Submitted by Sal Silvester on May 10, 2011
Healthy conflict. Dialogue. Debate. Too often teams avoid it.
Here are three reasons.
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 29, 2011
In my last two posts, we tackled a few challenges that remote teams face. Part 1 was focused on getting your remote team aligned. Part 2 on building cohesion.
In this post we'll focus on process.
For remote teams to maximize their effectiveness, they need to have disciplined processes in place. Here are some ideas you might consider:
Submitted by Sal Silvester on March 24, 2011
In Part 1 of this series, we discussed some of the challenges of working on remote teams and ideas for getting your remote team aligned. But, to truly be effective, your remote team has to find a way to build cohesion. After all, only when people are working together on the right things can we gain efficiencies.
Here are a few ideas: