This sycophantic praise of leadership creating straw man arguments that only the ubermensch can fulfill, causes unfulfilled desire to emulate the few who were lucky, or born with privilege or amassed success.
Organization Development : Team Building : Leadership Training : Executive Coaching : Facilitation
The notion that a team can define accountability & authority means that they know the outcome before it happens & have removed all ambiguity, judgment, innovation & human interaction from the work. That to me sounds like a robot path to disengagement.
The capacity to act and react changes with the pace of effort or action.
The images and process to frame Value Propositions and create a shared method to capture stories of what’s-working + what’s-not-working.
Following good meeting management procedures can have a highly positive effect on the team.
Designed roundness maximizes knowledge of what’s-working to increase & what’s-not-working to decrease.
Managing and working on teams the procedures being used must be known, shared and understood. What are often seen as ‘personality conflicts’ are usually just people with unknown procedures on how to accomplish the work.
Growth takes pain, discomfort and hopefully learning from a new set of problems.
I hear this ‘market creating innovation’ idea in many discussions with teams … and it requires taking risk in balance with efficiency. You cannot cut your way to growth.
A process to reflect, share areas of distinction, what is working within the team, small improvements that can be tried tested & learned from, will build upon a strong year while giving some next steps for the team.