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- Inside Networking: How and Why to Build a Network Inside Your Organization
- Diversity in Counsel … Unity in Command
- Play Hard. Play Fair. Nobody Hurt. Simple rules for great meetings and teams
- Mentors are everywhere, you just need to know what to look for
- Have we been looking at ‘cultural fit’ all wrong?
- Continuous Improvement – It’s For More Than Just Processes
- What is Culture Anyway?
- Are You High Potential?
- How To Create A Stronger LinkedIn Profile
- Why You Should Keep Your LinkedIn Profile Up To Date
- How To Take Stock And Plan For A Breakout Quarter
- Examining the myth: Do extraverts make better networkers?
- Lessons from the Roller Rink
- The Evolution of a (Hiring) Decision
- A Quick Guide to Informational Interviews
- 5 Questions To Ask Your Boss
- Do your employees dread Monday mornings? How to get your team to look forward to the work week.
- Where Do You Think? The Surprising Difference Between Introverts & Extroverts
- Got a Job Offer? Your Start Date May Be Earlier Than You Think
- Good Boss / Bad Boss
- The Difference Between a Coach and a Mentor
- Four Questions For Your Direct Reports
Tag Archives: Cohesion
Conflict is a part of life.
It’s brought on by human nature. We each have different goals and dreams, and we each see the world just a little differently.
When you put us in a work environment, these natural forces become amplified — mostly by our ambitions — until they create inordinate amounts of tension, dysfunction, and stress.
This is, no doubt, why 70% of the American workforce is disengaged from their job.
For some reason, we are reluctant to address the conflict. Strange. It doesn’t have to be that way.
Working together is hard. Running an effective meeting can be even harder. One of the challenges is that everyone wants to be heard. To make it even more challenging, not everyone speaks up.
Setting a few ground rules is one of the surest ways to get everyone engaged while producing amazing results. Let it be known that you expect full engagement and everyone to be pulling in the same direction. My favorite set of ground rules comes out of the “New Games” movement from the 70’s. Their motto was Play Hard. Play Fair. Nobody Hurt. I can’t think of a better set of guiding principles for great meetings and vibrant teams.
“Continuous Improvement” is a mantra for just about all areas of our businesses and — if we’re ambitious — our lives. Companies make huge investments in everything from lean manufacturing to agile software development knowing that the best way to make things better is through steady and continual improvement. We reengineer our business processes to have feedback loops so we can learn from what we have done and build on those learnings.
Learn. Improve. Repeat.
It’s a no-brainer, right? The relentless pursuit of perfection, as Lexus would say. Everything is fair game. Nothing is exempt from the beneficent outcomes of continuous improvement…
Well, almost nothing.
"The only way to change the world is through strong organizations. No visionary leader, no charismatic leader can change the world unless they know how to build an organization and a team around them."
— Sally Blount, Dean of the Kellogg School of Management at Northwestern University.
We all need a livelihood. For most of us, that means going to work at companies and in organizations. Unfortunately, too many of those organizations manage to suck the life out of us. It doesn't have to be this way. I kick off 2014 with a call to put an end to the dysfunction and the insanity. Dilbert has been published since 1989. Why haven't our organizations evolved at all in the last 24 years? Why is it still funny?
Join me in making 2014 the year of building great organizations.
Want a better relationship with your boss? It’s easier than you think to create a great working relationship. The secret is effective communications and a mutual understanding of what you expect from each other.
Ask these questions on a regular basis, so that you know you and your boss are on the same page. Try inserting one or two of them into your one-on-one meetings with your boss — in the most open-ended way you can. Let your boss surprise you!
I believe, however, that pitches are won — and people are willing to follow you — not because you’ve twisted someone’s arm, but because people see that you understand them, that you’ve applied the time and the sensitivity to do …
What do you do if you have someone on your team who produces great results but isn’t exactly an “team-player?”
As you grow as a leader you find yourself spending more time developing people and less time knee-deep in the weeds. Here are four questions to ask your direct reports on a regular basis. If you do so, they will …
Two partners at Booz & Co have written an interesting article called Measuring executive frustration — and going after the big-picture cure. In part, they say, The majority of executives in all industries admitted that their companies lack “coherence.” They struggle …