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.

The Newest DiSC Profile is Here...

The Work of Leaders Made Simple: Vision, Alignment, and Execution.

Everything DiSC® Work of Leaders™ is classroom training that uses online pre-work, engaging facilitation with contemporary video, and online follow-up to create a personalized learning experience. Based on best practices, Work of Leaders connects to real-world demands, generating powerful conversations that provide a clear path for action.

Crunching the Numbers

According to the November 2011 issue of Inc. Magazine...

  • 64% - Portion of customers who have walked out of a store because of poor customer service in the past 12 months
  • 70% - Share of customers who say they are willing to spend more at companies that provide superior customer service
  • 9 = Average number of people a customer will tell about a good customer service experience
  • 16 = Average number of people a customer will tell about a bad experience

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.

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