Monday-morning Quarterbacking

Decision making and involving othersYou have already made your decision. You are set on a course of action. The horse is out of the barn. Now is NOT the time to ask for input!

Asking for opinions after the fact — merely because you think it will appease others — will definitely backfire. Your team members can see right through this artificial, insincere gesture.

Imposing goals on team members

Imposing your own goals on team members is one of the fastest ways to lose their commitment.

Goal setting is a collaborative process. The role of the leader is to provide coaching to ensure everyone is in line with overall team goals. Make sure any online collaboration tools or other technology you use to support the goal-setting process doesn’t take the place of crucial in-person conversations.

Happy July 4th Holiday

Just a quick shout out to say "Happy 4th of July."

Thank you to the members of the armed forces and those public servants who enable our freedom with their sacrifice, service, and selflessness. 

In gratitude, 

Sal 

Victims, Persecutors, and Rescuers

The Rescuer

"It's faster to do it myself than to delegate it to others..." or "If I want it done right, I'm the one who has to do it..." or "Let me do this for you..."
These are the words of the Rescuer - the person, or in this case the leader, who solves problems for others that they should solve for themselves.

The Victim

What is DiSC Training?

We utilize the DiSC profile by Inscape publishing in several of our team building and leadership development programs here in Denver, Colorado. DiSC provides people with a framework for understanding their own style and how they differ from others. This framework helps team members and leaders elevate their effectiveness regardless of their role.  Here are some applications in which we use DiSC. 

Team building: 

Kissing the boo-boo and making it all better

No one likes to hurt someone else’s feelings, but that doesn’t justify providing feedback that’s so fluffy you never actually state the main point.

Don’t get me wrong — I’m not asking you to be ruthless. Use positives, but don’t smother the message with them. The challenge is to make sure the constructive part of your feedback is clear, or else there’s no sense giving feedback!
 

Letting "Fear" Get in the Way of "Clear"

One of the first mistakes new leaders make is to hold back on communication. Usually, this reluctance comes from fear, and it often breaks down into two (bad!) leadership styles:

Leaders who are concerned about losing control often overcompensate by micromanaging and being overly focused on tasks and results. They dole out stingy bits of information on a need-to-know basis, even though their people definitely need to know!

Leadership Book - Ignite!

 

I want to thank you for helping make the debut of, Ignite! The 4 Essential Rules for Emerging Leaders a tremendous success.

At its height yesterday, it ranked #189 out of over 8 million books on Amazon!

The Middle Management Gap Part 2

In the first part of this article, published in our March newsletter, we talked about 4 challenges mid-level managers face. They are often viewed as "caught in the middle" between the senior leaders above them who impose strategy that they are required to implement, and the team members who work for them that look up for direction and support. The four common and costly challenges I outlined were:

Agile Performance Goals

The performance management process in many organizations is irrelevant. Create 12-month/annual goals and then ignore the goals throughout the year.

How about a more agile process instead?

1. Create quarterly or more frequent goals that are aligned with organizational goals.

2. Make the review process more frequent - e.g., quarterly.

3. Update goals throughout the year so that they are in line with the latest organizational and market changes.

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