Let’s face it; we all need help along the way.
If you have been following my last few posts, I have been setting you up for this goal setting article.
With guiding principles to help steer you in the right direction and a bold and audacious attitude, you are ready to establish the goals that will help you generate the life you desire and deserve.
"The future belongs to those who believe in the beauty of their dreams." ~ Eleanor Roosevelt
From everyone at 5.12 Solutions - we wish you and yours a Merry Christmas, Happy Holidays and a reminder of the beauty of your dreams.
In a recent post, I mentioned that we all respond to our environment in a natural way. Sometimes our responses produce effective, long-term results. Other times, our responses are short-term and reactive. I compared two stances in life - a Problem-Reacting Stance and an Outcome-Creating stance.
In my work with Senior Leadership Teams, I've noticed that teams respond to their environment in a natural way. Sometimes their responses produce effective, long-term results. Other times, their responses are short-term and reactive.
Compare the following.
I wanted to wish you all a very healthy and happy Thanksgiving.
Thanksgiving for me is a time of reflection and a time to come back to the present. It is a time for me to be grateful for all of the wonderful things in my life- most importantly my wife, my family, and my family of friends.
There couldn't be a better week to talk about gratitude. So in the spirit of Thanksgiving, here are some ideas to show gratitude toward your people.
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.
When a team member is either overwhelmed with their work or underwhelmed, it can lead to a low level of engagement. In other words, responsibility level has to be in line with competency and potential.
Here are a few other thoughts to "gauge" the level of engagement with your team members.
I recently heard a client say, ” I have never seen an employee stick around after having been through a performance improvement process.”
The challenge in many organizations is that they view discipline the wrong way. The process is filled with warnings, threats, and ultimatums, and as a result good people leave bad managers.
On the other hand, when discipline is done correctly, it can be a process that helps an employee and team be successful.