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In most workplaces, we operate with loosely coordinated groups and not teams in the true sense. These groups lack purpose, coaching, structure, support, and leadership, and as a result, sub-optimize. Fortunately, the ingredients and recipe for effective team development are not locked away somewhere in a vault. Mostly, they are basic blocking and tackling.
There are a number of reasons individuals become insecure over their careers and futures in our world of uncertainty and change. In some cases, the insecurity manifests in a full blown career panic attack. While complicated, there are steps all of us can take to get up off the couch and start moving beyond the career panic attack.
Moving from individual contributor to manager is a challenging career step. One of the more vexing issues first-time managers encounter is learning to drive results through others. Here are at least 7 ideas you can use immediately to promote great results with your group:
Program Approach: In this 4-event program, we focus on the foundational issues of succeeding as a new leader and I provide strategies and tools to help you optimize results and minimize the missteps. Our core topics include: Succeeding from the start—I outline a start-up approach that helps you connect with your new team members and [...]
Succeeding as a First-Time Manager requires preparation, training, dedication, and unyielding commitment in the face of adversity. It’s a role filled with unknowns. There are fears and then there are the big challenges in this new and very different role for you. Are these common First-Time Manager fears top [...]
We all know that change is the only constant, yet when faced with the need for our organizations to change, our first instinct is fight or flight. A better and career-enhancing approach is to jump in, ask questions, and importantly, volunteer to help. It's the only way you can actively shape the change.
It's possible for organizations to contract a potentially terminal case of under-performance while pursuing a culture that emphasizes not only collegial interchange, but a sense of what I can only describe as niceness. High performers and high performance cultures thrive on challenge and push, not coddling or sheltering from reality. As a leader, you set the tone.
Most of us understand the behaviors that define effective leadership. Sadly, like the behaviors that lead to physical health, we tend to do the opposite. It's time to accept that effective leadership is common sense and cultivate a bit of discipline with our behaviors. Skip the doughnut and do the push-ups.
Enough with the false dichotomy between managers and leaders. Our priority must be to teach, coach, and inspire our managers to lead from day one. While those on the front-line live closer to the work of the organization, leadership behaviors are every bit as essential (maybe more so) for success as they are for those operating higher up the organization chart. Start developing your managers as leaders!
“Research suggests that the human mind has a propensity to pay greater attention to and process the bad compared to the good, a phenomenon often called the negativity bias. Bad feedback has greater impact; bad impressions are quicker to form; bad information is processed more thoroughly...and negative stereotypes are easier to form.” From Dr. Amit [...]
