Tip 24: Stop Hiring People "Just Like You!"

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?

Have you seen the Everything DiSC Workplace Profile? It's sweet!


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I have consistently seen amazing results when teams embrace this tool. Team members are able to build better relationships and reduce conflict.

Are You Modeling the Way?

Have you had a chance to read The Leadership Challenge by Kouzes and Posner? It's a bit dry, but provides great stories about leadership and, more importantly, a simple and understandable leadership model. It's a great resource to have around the office.

The first of five Practices of Leadership they talk about in the book is "Model the Way." Here's a short excerpt:

Will You Take the Plunge This Summer? You Have Nothing To Lose

Last week I had an amazing hiking, camping, canyoneering trip in Zion National Park. I "took the plunge" so to speak in some beautiful canyoneering routes. Check out the video on this post.

Resources to Help You Recognize Others

I just ran the Steamboat half-marathon this past weekend and had a blast. The half-marathon course starts at around 7,200 feet above sea level and winds through the most beautiful countryside you can imagine into the western style downtown of Steamboat Springs, Colorado. As I ran through the cheering crowds along the last mile of the course, I was amazed at how much faster I started running. It made me think about the importance of recognition in the work place.

Tip 23: Own Your Feedback

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:

Outdoor Teambuilding Is In Full Swing!

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.

Dispatch from the Summit - Is Your Team Aligned?

On May 23, 2009, Melissa Arnot became the first American Woman to summit Mount Everest for the second time. I met her father in a workshop last week, and he was beaming with pride. Melissa's team reached the summit in adverse conditions - conditions that seem to be threatening to end the climbing season on Everest earlier than usual this year.

Tip 22: 3 Simple Steps to Providing Feedback

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.

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