The struggle over the big decisions is the inherent ambiguity. The unknowns are overwhelming. Fear of getting it wrong floods our minds and our brains struggle for traction in the muck. Nonetheless, these are the times when you have to stand up and cut through the fog of ambiguity.
The gravitational pull of the status quo is powerful in every organization. It takes rebels and rebellion to change. While breaking the rules always comes with risk, learning to guide others through constructive rule-breaking in pursuit of needed changes is a great way to grow your success.
The absence of respect breeds toxicity among individuals and across the workplace. Instead of being blinded by your brilliance it pays to take the time to look, listen, learn, and value the person across the table from you. You’ll be pleased with results, including the respect you'll receive in return.
The heart of your professional and leadership development must be seeking out conversations for growth. It takes a bit of courage and deliberate effort, but the results are potentially life and career changing.
It's not hard to identify the ingredients essential for success on a team or in an organization. Yet, manifesting a group wildly motivated to succeed is the real issue. To do this, there must be a cause that serves as the catalyst and driver. Your numbers, goals, quarterly targets, and emotional or logical pleas aren't enough. The right cause brings teams to life.
I recently had a chance to interview former executive and now author and coach, Jennifer K. Crittenden, about her latest book: What's a Guy to Do? Working With Women, as well as her other excellent books. In this engaging 40-minute interview, Jennifer shares a wealth of great guidance for all of us. Enjoy this latest episode for the Leadership Caffeine podcast.
It's a great vote of confidence when your boss picks you to lead the turnaround of a struggling team or function. You're the management fixer, charged with figuring out what's not working and how to fix it. And while this is a great career opportunity, there are a number of ways you can misfire in this role. This article offers 7 hard won ideas to help you make the best of a team or function turnaround opportunity.
For individuals involved in the world of design and design thinking, reframing vexing problems is a standard part of the process. For the rest of us, a bit of design thinking focused on reframing is invaluable in our daily labors. Here are some ideas to help you jump-start your reframing activities in pursuit of better solutions in the workplace:
I love curious managers, teams, and individuals. Curiosity is the stardust of creation in our organizations. And while the questions and the explorations and the discoveries are all fascinating, what we as organizational leaders have our sights set on, is realizing ideas that turn into changes that promote positive outcomes. Here are three ideas to help improve your ideas-to-outcomes results:
Good managers work hard at pushing fear out of the workplace. Yet, even in the healthiest of organizations, fear’s close cousin, anxiety, worms its way into our consciousness and governs how we process and react to the idea of change and each other. Skilled change leaders in the workplace understand this human reaction to new and different ideas and work hard to reduce the threat level when proposing something new.