Are you struggling to deliver on your strategy? Is there a Lack of urgency in your organization? Your executive team could be suffering from “executive nesting”. Read more here.
How can you support a CEO who is dealing with someone who as crossed the ethics line for the company? How can you discipline and write up such behavior in a performance review? We’ll discuss that in this blog.
More is not always better. Adding new initiatives to your strategic agenda before having the difficult conversations about what to take out, leads to an overstuffed strategy that does not perform.
Are you engulfed by escalations because others ask you how do things or to take on uncomfortable tasks instead of developing their own ideas and actions? Here are three ways to ensure that you aren’t on the receiving end of every escalation that comes your way.
Strategy often stumbles because it is a collection of complicated facts and initiatives that are confusing and difficult to follow. Craft a strategy that tells a story about helping customers and creating value for others and you have got foundation for an emotionally compelling strategy. Logic and facts encourage us to think, yet stories evoke emotions that compel us to act.
What is the most strategic decision that you have made in the last 60 days, personally or professionally? When you look at the decision or decisions you selected, why did you consider it a strategic decision?
You can do many things this year. Many will keep you busy and maintain the status quo. Other actions will serve as a catalyst and contribute to the highest vision you have for yourself and your business. Keep your focus at the crossroads.
If win-win is your default function, and you continue to push win-win negotiation practices when the other party is looking only to do the best deal for themself, you will get slaughtered on the negotiation table.
Paying attention to what the other party does, not only what they say, helps you determine whether or not you have a win-win opportunity in front of you.
Vowing to throw everyone overboard and start anew or promising to let everyone keep their jobs and maintain the status quo are poor approaches to building a highly effective leadership team. Use the “filter five questions” to support who stays and who leaves the leadership team. It is a pragmatic filiter to improve leadership team performance and organizational results.
It is easy to blame others for inconveniences, injustices and events that make our life difficult. Responsibility, accountability, and ownership are the foundations of our personal influence and power. When we step up, accept, and own the challenge at hand, we strengthen our self-confidence, resilience, and ability to improve things around us.