How does your leadership team play the game, with a systematic approach to success or is everyone trying to be “the star” on the court? If you’re a senior leader and interested in exchanging ideas from your leadership team success playbook, I’ll be happy to share my playbook with you. It will help us both play a better game.
Executive teams often know what they want. yet miss opportunities to transform themselves and their business because they are unwilling to address what the need. Here are six questions executive teams (or people that support them) can use to get at what they need to play at their best, rather than settling for what is comfortable or what they want.
When you label yourself, others, or situations around you, you stop seeing opportunities for growth and lock yourself into a limiting belief. Live life beyond the label.
There is nothing to be ashamed of by asking for help. When we pretend to be perfect, hide our imperfections, and discourage people from giving us feedback and ideas to improve, we lose followers and our ability to influence people.
Too many leaders are still being coached in isolation. Sending a coached leader back into an uncoached team will not be as impactful as the leader and her entire team learning, improving, and committing to change together. Business is a team sport and leadership development creates the most impact when it’s done within the team setting, yet too many organizations design leadership development as if it’s a one on one sport. How do you ensure that your leadership teams are learning together, so that they can win together?
There are good reasons to reorganize, adjusting and aligning capabilities to serve clients and ever-changing markets, yet the leadership team itself is the organizational unit that is least discussed, and least affected by organizational restructuring. How do you and your leadership team ensure that you are doing what’s right for the business and your customers, instead of taking care of yourselves?
Nesting can happen quickly in the executive team. It diminishes initiative and ownership in the organization. If you sense the symptoms (see last week’s post) of nesting in your executive team, here are five “anti-nesting” strategies to get your executive team back on track.
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.
It is flattering to have a cartoon created about the work that I do, but instead of blowing the horn of self-promotion, let’s unpack the work of Ted Teo. Ted’s an expert podcaster and understands that the cartoon format harnesses two powerful communication intensifiers, one being that a cartoon tells a story. All too often people rattle of statistics without tying it to a story. While facts tell us what happened, a story tells us why it matters. Secondly, a cartoon is visual, and our brain processes visual content 60,000 times faster than text messages. We all know the saying, “a picture is work a thousand words” yet only the master communicators put this into practice.
Teams that spend too much time on artificial challenges do not perform as well as those that focus on natural challenges. Keep your eyes and your ears on the artificial – natural challenges balance in your team.