Submitted by Sal Silvester on May 3, 2011
In Part 1 of this series we talked about the "case" for recognition. In Part 2, we have debunked some of the myths around recognition, the next steps are to put a framework in place for an effective recognition program.
In The Carrot Principle, the authors outline a four-level approach to recognition that is straight forward and easy to implement.
Submitted by Sal Silvester on April 28, 2011
The Manager who approached me in Part 1 of this series had used his original question of 'Sal, why do I have to give people recognition for doing their job?' to set me up.
He was persistent and continued, "I don't give people recognition for just doing their jobs. That's what they get paid for."
The conversation went on, and he justified his position of not giving people recognition by saying that he had high standards. Hmmm. High standards, I thought. What does that have to do with it?
Submitted by Sal Silvester on April 27, 2011
Recognition in the workplace is a critical element toward creating a cohesive team. So, the next several posts will deal with the topic.
In this post we'll start with the business case - the "why" - for recognition.
Submitted by Sal Silvester on April 4, 2011
The last three posts have been focused on overcoming challenges encountered on remote teams. Part 1 was focused on getting your virtual team aligned, Part 2 on building cohesion, and Part 3 on creating disciplined team processes.
Today's post is focused on remote team leadership.
Submitted by Sal Silvester on March 31, 2011
Are you interested in learning how DiSC can help accelerate management development, sales, and improved workplace relationships in your organization?
If so, join us for an upcoming Virtual Client Showcase presented by the publisher of DiSC…Inscape Publishing.
Here are some upcoming showcases:
Submitted by Sal Silvester on March 29, 2011
In my last two posts, we tackled a few challenges that remote teams face. Part 1 was focused on getting your remote team aligned. Part 2 on building cohesion.
In this post we'll focus on process.
For remote teams to maximize their effectiveness, they need to have disciplined processes in place. Here are some ideas you might consider:
Submitted by Sal Silvester on March 24, 2011
In Part 1 of this series, we discussed some of the challenges of working on remote teams and ideas for getting your remote team aligned. But, to truly be effective, your remote team has to find a way to build cohesion. After all, only when people are working together on the right things can we gain efficiencies.
Here are a few ideas:
Submitted by Sal Silvester on March 22, 2011
Working on teams where some or all team members are remote is becoming the norm rather than the exception. And frankly, having remote team members adds complexity that often times accelerates and amplifies communication breakdowns.
Submitted by Sal Silvester on March 17, 2011
One of the fastest ways to get a new team member "up to speed" is to make the process intentional.
In many companies, HR plays a key role in "onboarding" new employees. But more must be done at the team level (from senior leadership teams to functional teams) to help new team members get acclimated to the culture and its unwritten rules (that aren't documented in employee handbooks), and to truly understand roles and accountabilities (that aren't usually accurately captured in a position description).
When teams formally spend time orienting new team members it...
Submitted by Sal Silvester on March 15, 2011
I recently wrote a post about the importance of understanding your team's purpose. After all, purpose drives everything. It drives what's on the team's "agenda" and what's not (I am using the term "agenda" more broadly than meeting agenda. I am referring to the specific areas the team should be focused on).
An important step in clarifying team purpose is to first understand the "type" of team you need (and want).