As a manager, developing staff is your job. It cannot be delegated off to Human Resources, Organization Development or someone else. You are the manager. Your primary accountability is to add value to the team and staff.
On a scale of 0 – 10. With 0 being you have some idea what to do, and 10 being you know exactly what to do – where are you on this scale? How do you know?
Systems-drive-behavior and there is no special ‘leadership personality’ … Within any team when someone is great at their role people see them as a leader.
Competence = Comfort = Observed Leadership Behaviors
There are three lines from recent reading and research I’m doing that keep haunting me and have made me explore my frame of thinking and consulting. How do I approach team building; as a scientist? as a engineer? In what ways might I serve to create a bridge for teams and managers to understand their [...]
A team must develop workable goals that will create a shared commitment to the work and each other.