I was with a group of 8 managers. They hired me to coach and develop along with them what they called “techniques and systems to motivate their teams”. What I called The productivity of our people is dropping and we have punished them, yelled at them, offered $$ incentives, and created a Thunderdome process. Holy shit more of the same is not working…we need help! And help is what I do.
• Read MoreBelow are 4 Minimum authorities that every manager must have in order to be an effective and trustworthy managerial leader. Each has a short video and written explanation of why the authority is necessary and how can make your team and leadership better.
• Read MoreThe reliance on external assessments removes the accountability and authority for the judgment of a persons capability to complete and do their best work from where it ought to belong, the direct Manager. Subjugating this task creates unclear expectations and evaluative judgment of the work that people should be doing. This confusion creates strife and a false belief that psychology is what managers should evaluate.
• Read MoreAn interactive examination of what leadership is and how you can leverage your skills and competencies to improve your organization, team and self.
• Read MorePeople on work teams don’t have to like each other, but they must be expected to help each other with respect to the work being done. What is often seen as ‘personality conflicts’ is really a symptom of poorly defined roles within the work. Define the roles and the personality issues disappear. Allowing the team and you to get your work done, and to stop having to play mediator.
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