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 August 19, 2009
Over the past few months we have been building a library of recorded webinars to help you maximize your team effectiveness. These are great opportunities to develop your skills while in the car or on the plane. Other teams have gathered in a conference room and listened/watched together.
Here are some brief descriptions of what's available for an immediate download:
Submitted by Sal Silvester on August 14, 2009
The way that people treat each other in the workplace matters. When people are marginalized they tend to be compliant. When people feel like they matter, they WILL be committed.
Join me for Part 3: Team Culture of our Maximizing Team Effectiveness webinar series coming up on August 18th from 11:30am - 12:30pm.
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 August 4, 2009
By Kathy Brohm
Being part of a team seems to infiltrate so many parts of our lives, whether it be as a family member, an athlete, or a project team member. Working as a team and within a team provides us with a sense of accomplishment when we successfully reach our goals and allows us to share that achievement with our teammates. More importantly, being part of a team allows us to explore our strengths and tap into areas that may not be tapped when working independently.
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?
Submitted by Sal Silvester on June 30, 2009
One of the costliest mistakes I see teams make is when they hire people who are just like they are. This, more often than not, happens on executive teams where the primary leader has a very dominant personality.
The problem is that it creates a culture where certain behaviors are rewarded and other much needed behaviors in the organization are criticized. It also breeds "group thinking."
So, how do you avoid this costly situation?
Submitted by Sal Silvester on June 10, 2009
One of the most frustrating experiences I have had when interacting with others is when I receive feedback from someone who decides to use "softeners" instead of being direct in his or her communication. These "softeners" come in the form of:
- saying "we" when you really mean "I"
- using words such as "kinda", "sortof", and "right"
- being indirect in asking for something by saying "would you mind..."
These "softeners" often result in ambiguity and confusion about a person's intent. Effective communicators and influencers, on the other hand:
Submitted by Sal Silvester on June 1, 2009
We had a great three-day leadership development program last week with a group from UCAR. As part of the program, we integrated our Hi-tech Treasure Hunt. Teams navigated through a course with their GPS device, compass, and map, and completed activities related to creating shared values, planning for the future, and understanding personality styles with DiSC.
Submitted by Sal Silvester on May 27, 2009
One of the critical communication breakdowns I see teams make is not providing others with feedback.
For some reason, this is one of the hardest things for people to do in the work place. I am not entirely sure why, except to say that people either don't know how to provide feedback to others, it can be very uncomfortable, or both.
Team members want feedback - both positive and constructive. But it has to be delivered in a timely manner and in a way that is specific enough so that people understand the behaviors that need to be changed.