Submitted by Sal Silvester on July 21, 2014
Do you want to make your meetings more effective? Here's a simple tool to help you out.
I call it the "half-time adjustment." Conduct the following process about 1/3 or 1/2 of the way into your meeting:
Submitted by Sal Silvester on November 16, 2011
The challenge in many organizations is not just that there are too many meetings, but that there are too many poorly run meetings. As a result people waste time and energy instead of getting "real work" done.
Here is a checklist I use in my strategic team building and team development programs as I observe and provide real time coaching.
Check it out and see how your team is doing.
Submitted by Sal Silvester on October 3, 2011
I often hear leaders say "I want my people to contribute more in our team meetings."
What most leaders don't realize is that limited conversation is often the result of their individual behaviors. For example, I recently attended a client's team meeting and noticed that he would ramble on for several minutes at a time and then ask "any questions?" and without hesitation begin talking again.
And, he didn't even know he was doing it.
Want to generate more conversation in your meetings?
Try these three ideas.
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 5, 2011
This is the fourth post in a 4-Part series. To get the scoop in why recognition is important, see Part 1. To understand some of the myths about recognition, see Part 2. To learn about the 4-level framework for a recognition program, see Part 3.
Submitted by Sal Silvester on May 3, 2011
In Part 1 of this series we talked about the "case" for recognition. In Part 2, we have debunked some of the myths around recognition, the next steps are to put a framework in place for an effective recognition program.
In The Carrot Principle, the authors outline a four-level approach to recognition that is straight forward and easy to implement.
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:
Submitted by Sal Silvester on October 13, 2009
Submitted by Sal Silvester on August 6, 2009
I just got back from an amazing trip to Cape Cod visiting my parents, brothers, nephews, and nieces. What a great reunion with all of the fun, chaos, and laughs that you would expect from a big family. Frankly, I reluctantly came home, feeling a strong sense of sadness living so far away from my family. But, as a result of the trip, I am now committed to getting home more than two or three times a year.
Submitted by Sal Silvester on March 4, 2009
Growth today is most likely going to be generated from improved productivity. What does that mean for your team? The dynamic and how well people work together will have a huge impact on productivity.
So, what can you do to improve your team dynamic?