Submitted by Sal Silvester on August 17, 2016
We all know that the annual performance review is going by the wayside. The cumbersome process leaves managers feeling drained and employees devalued. Let’s face it, this dreaded beast of a process provided little in the way of measurable results compared with the time and effort required. Even the stalwarts who set the annual review standard, such as General Electric, are changing their approach.
Submitted by Sal Silvester on August 10, 2016
Here at 5.12 Solutions, we're proud of our world-class team of coaches and trainers. We know we have a unique blend of talent that allows us to address any business challenge out there. In the next several blogs, we will introduce our team members and share their perspective on key team and leadership issues they are seeing on the front lines of corporate America.
Submitted by Sal Silvester on May 16, 2016
Leadership development is about self-development. It’s a journey and not an event. Too often we find leadership development and coaching engagements that are one-hit-wonders. They cover an overwhelming number of topics in one or two days and rarely provide ongoing reinforcement. On top of that, there’s usually no true measurement beyond the “smiley sheet” evaluations at the end of the program.
Submitted by Sal Silvester on April 7, 2016
Leaders get what they expect, and they get what they tolerate.
What are you tolerating? What are the low expectations that you are “putting up with” that shouldn’t be happening?
Maybe you’re telling yourself a story that allows you to tolerate unacceptable behaviors. “Well, I don’t have the skillset on my team to backfill for this person?” Or, “I need to choose my battles.” Or “It’s no big deal.” Or, “I’ll burn the relationship if I give her feedback.” How about this one - “I can’t hold her accountable for (fill in the blank) because she’s a good producer.”
Submitted by Sal Silvester on January 30, 2016
In our last blog post we announced Coachmetrix, our new leadership development coaching platform launching this month. The response was so overwhelmingly positive that I’m inspired to share more of the story with you.
It was three years ago that I was clear on the roadblocks that limited my leadership development programs, but I knew the solution was outside my expertise. That’s when I reached out to a good friend and web developer who patiently listened to my dream of accelerating learning and behavior change for the coachees in our leadership development programs. Our first step was to tackle an online action planning system. Easy, right? It was just the beginning of many starts and stops but over time we made it work and are now thrilled to have our own mobile planning and measurement tool.
Over the last two-plus years, hundreds of participants in our leadership development and coaching engagements have adopted our system. While it was seamless on the coachee’s end, it was clunky and hard to use on the backend by anyone but my team and me. I was happy to see a quote from Reid Hoffman, the founder of LinkedIn, “If you’re not embarrassed by your first launch, you launched too late.” The first launch worked, but in retrospect it was embarrassing.
Submitted by Sal Silvester on January 16, 2016
It was about three years ago that I recognized key issues that limited almost every leadership development program I had witnessed – programs I saw dozens of other trainers running and programs that I was running.
Submitted by Sal Silvester on December 22, 2015
As you wind down 2015 and look forward to the new year, it's a perfect time to be intentional about what you want to create for yourself personally and professionally. As a holiday gift from 5.12 Solutions, I invite you to download a complimentary copy of our Ultimate Goal Setting Guide.
Submitted by Sal Silvester on November 12, 2015
When we asked executive leaders to describe what effective senior leaders do, their responses centered around empowering people (versus micromanaging) and building others up. Here were a few of the raw comments from the executives we surveyed.
The effective senior leader…
Submitted by Sal Silvester on October 16, 2015
In our last two posts we've focused on how to make the mindset shift from consensus or compliance (depending on your tendencies) to commitment. The first of three focus areas was to provide intentional and structured communication to help win the hearts and minds of your people. The second was explaining the Big Why.
Allow for Dialogue
Submitted by Sal Silvester on September 21, 2015
In our last post, we began the discussion on how to actually make the shift from consensus or compliance (depending on your tendencies) to commitment. The first of three focus areas was to provide intentional and structured communication to help win the hearts and minds of your people.
The second, outlined here, is to explain "The Big Why."