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.
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executive ownershift (Page 5 of 11)
Nesting in the Executive Team – Part I
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’s not the tools that make an exceptional carpenter (or leader)
Help your people find the courage to be themselves. This means knowing what you want, saying what you think and being in the moment with the people around you. Do not hide behind tools or busy yourself with diagnostics that take your eyes of the real issues. Resist the seduction of standardization that can infest organizations.
Size Matters
Stop worrying about having a small team, a small territory, or being part of a small organization. It’s not the size of your team, or your organization that matters, it’s the size of your ideas.
A bad boss is good business…
Gallup has done much work in this area and their research shows that roughly 70% of the variance in employee engagement is linked to the experiences they have with their boss. A bad boss is good business, unfortunately not for the boss’s company!
Result-Oriented Structures #3
Results-oriented structures important because they ensure 1) clear roles and responsibilities, 2) an effective communication system, 3) defined feedback loops and 4) clear decision-making processes. As signature strength, how is a results-oriented framework showing up in your leadership team?
Purposeful Practices #2
Leadership teams that drown in organizational firefighting and do not invest in the signature strength of purposeful practices struggle because they do not define their team “why” nor align their actions or created a shared vocabulary for high performance. Here’s what is important for you to know.
Resilient Relationships #1
Leaders who won’t share where they struggle, feel reluctant to critic a part of the business outside of their scope, or fail to give a senior colleague feedback when it’s needed, are signs that resilient relationships are missing, meaning this team will struggle, which means everyone else in the organization will as well.
The Sacred Intersection
The performance appraisal is the single most important meeting of the year because it is the “sacred intersection” that connects the talent, effort, aspirations, and growth of your people with the organizational strategy and future of the company. Recognizing and honoring this “sacred intersection” is fundamental to people engagement and organizational success. You cannot fake it and simply go through the motions. It demands that you make an ownershift.
Why Cartoons Captivate Us
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.