Submitted by Sal Silvester on June 8, 2013
Have you ever noticed the differences that people bring into the workplace?
Different communication styles, preferences and priorities. Different goals, agendas, and ambitions. Different backgrounds, experiences, and ways of thinking. These differences represent latent potential. They represent opportunity, innovation, and outside-the-box thinking. These differences bring perspective.
Submitted by Sal Silvester on October 10, 2011
- 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.
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 September 27, 2011
Is your team functioning at its highest level of potential?
Here are 8 questions to help you decide:
Submitted by Sal Silvester on August 29, 2011
Here is the third excerpt from our recent article on 3 Ways to Derail Team Formation.
In Part 1 of this post I talked about the first mistake that derails team formation - Ambiguity of team purpose and vision for the future.
Part 2 focused on the mistake of - Hiring a warm body instead of the right person
Here's Mistake #3...
Most team members are hired and then thrown into the fire.
Submitted by Sal Silvester on August 3, 2011
What is your team's purpose?
What is your team supposed to do that no other team does?
These are important questions for all teams - whether you belong to a management team, a functional team, a project team, or other.
The challenge in most organizations is that teams don't have clarity about their purpose. They brush it off as something too fluffy to consider. Or, for other teams, their purpose ends up on a pretty poster in a conference room and does nothing but take up wall space.
Submitted by Sal Silvester on November 18, 2009
The performance review process is your opportunity to reflect on your career, on your strengths, and on your plans for the future.
Here are a few ideas on how you can take ownership for your 2010 performance goals.
Submitted by Sal Silvester on October 28, 2009
Submitted by Sal Silvester on August 19, 2009
Being well networked is not just something to do when looking for a job. Being well networked is critical for your long-term success within an organization too.
Unfortunately, many people get "comfortable" within their own department and role and don't take the initiative to expand their reach. In times of rapid change, this can be a huge mistake. Often times I see companies laying off people in one department and hiring people in other departments.
Submitted by Sal Silvester on July 15, 2009
One of the costliest mistakes teams can make is hoarding and competing for internal resources. This typically happens on teams with a low threshold of trust and little focus on people and collaboration.
So, how can your team transform the competition for the best use of internal resources into collaboration?