Submitted by Sal Silvester on July 31, 2012
Effective delegators know that a one-size fits all approach to delegation isn't very effective. The best leaders adapt how they delegate based on their team members' level of competency and confidence. Here is a simple chart that we use in our leadership development and executive coaching programs in Denver and Boulder, Colorado to show the Directing, Coaching, and Empowering delegation styles.
Submitted by Sal Silvester on July 24, 2012
Reflecting back on my days in the Army, there are two moments that are most memorable for me. The first was an award ceremony where several soldiers, including myself, were recognized at the end of an almost year-long deployment in Turkey. The second was my graduation from Ranger School.
Submitted by Sal Silvester on July 18, 2012
This week we lost an incredible man who made a rich and meaningful contribution to the field of leadership development, and, more importantly, to the lives of many people. Stephen R. Covey will be missed.
In dedication to him, I thought I would share my favorite of his "7 Habits" - Habit 2 Begin with the End in Mind.
Submitted by Sal Silvester on July 11, 2012
You have already made your decision. You are set on a course of action. The horse is out of the barn. Now is NOT the time to ask for input!
Asking for opinions after the fact — merely because you think it will appease others — will definitely backfire. Your team members can see right through this artificial, insincere gesture.
Submitted by Sal Silvester on July 10, 2012
New leaders often get promoted because they were good at what they did. They rarely receive the training and development to be successful at their new level.
If you are interested in elevating your leadership effectiveness, join us for our introductory People-First Leadership™ Seminar on July 18th in Boulder, Colorado.
This 3-hour seminar will give you insight into our practical and powerful 4-point People-First Leadership model to help ignite your leadership potential and the potential of the people around you.
Submitted by Sal Silvester on July 5, 2012
Imposing your own goals on team members is one of the fastest ways to lose their commitment.
Goal setting is a collaborative process. The role of the leader is to provide coaching to ensure everyone is in line with overall team goals. Make sure any online collaboration tools or other technology you use to support the goal-setting process doesn’t take the place of crucial in-person conversations.
Submitted by Sal Silvester on July 3, 2012
Just a quick shout out to say "Happy 4th of July."
Thank you to the members of the armed forces and those public servants who enable our freedom with their sacrifice, service, and selflessness.
Submitted by Sal Silvester on June 30, 2012
"It's faster to do it myself than to delegate it to others..." or "If I want it done right, I'm the one who has to do it..." or "Let me do this for you..."
These are the words of the Rescuer - the person, or in this case the leader, who solves problems for others that they should solve for themselves.
Submitted by Sal Silvester on June 26, 2012
We utilize the DiSC profile by Inscape publishing in several of our team building and leadership development programs here in Denver, Colorado. DiSC provides people with a framework for understanding their own style and how they differ from others. This framework helps team members and leaders elevate their effectiveness regardless of their role. Here are some applications in which we use DiSC.
Submitted by Sal Silvester on June 18, 2012
No one likes to hurt someone else’s feelings, but that doesn’t justify providing feedback that’s so fluffy you never actually state the main point.
Don’t get me wrong — I’m not asking you to be ruthless. Use positives, but don’t smother the message with them. The challenge is to make sure the constructive part of your feedback is clear, or else there’s no sense giving feedback!