How Effective Are Your Meetings?

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.

Structure

Overwhelmed or Underwhelmed?

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.

When Feedback Doesn't Work...

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.

Does Your Discipline Process Work (Part 4)?

In Part 1 of this blog series, I wrote about the underlying assumptions that makeup the positive discipline process. Part 2 was focused on overcoming some of the common and costly mistakes leaders make that derail behavioral change. Part 3 was about the scaling levels of the Discipline Continuum.

Does Your Discipline Process Work (Part 3)?

In Part 1 of this blog series, I wrote about the underlying assumptions that makeup the positive discipline process. Part 2 was focused on overcoming some of the common and costly mistakes leaders make that derail behavioral change.

Today's post is focused on what I call the Discipline Continuum.

Does Your Discipline Process Work? (Part 2)

In part 1 of this series, I presented some assumptions about how the positive discipline process should work. With this new set of assumptions, you'll replace your out-dated, old-school policies of "threats," "warnings," and "ultimatims" that create compliance instead of commitment.

Does Your Discipline Process Work (Part 1)?

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.

It's really about building commitment instead of compliance.

Accountability

We hear a lot about accountability. But, what does it really mean? What can leaders do to create an accountable organization?

Here are a few questions to consider.

6 Steps to Creating and Communicating Vision

Numerous leadership books will tell you that having a vision is important. But for many people, the idea alone is difficult to understand, which makes developing a team vision elusive.

Having a vision for your team is critical because it gives the members clarity on the team’s purpose and where it’s going. That clarity helps in day-to-day decision making, prioritizing, and understanding expectations.

Here is a simple 6-step process to help you create a meaningful and compelling vision for your team.

Entitlement Versus Empowerment

Entitlement:

  • What will you (boss, team, organization, community) do for me?
  • What will you (boss, team, organization, community) provide for me if I do that for you?
  • I am waiting for you (boss, team, organization, community) to give me an opportunity.
  • I am stuck with these choices.

Empowerment:

Pages