Many leaders and their teams confess that their efforts do not lead to improved engagement results. After time, people see the engagement survey process with less optimism and more skepticism. If you and your leadership team truly want to shift engagement, which ultimately means creating a culture of ownership, you have to make it personal, here’s how.
Operational expertise, strategic thinking, and working with others are valued assets in the leadership team,yet when executives play to their strengths too strongly and resist the call to become a balanced player, executive teams struggle. How do you encourage your leaders to expand beyond their strengths to become balanced players?
It’s the two year anniversary for “Executive Ownershift, Creating Highly Effective Leadership Teams”. Let me make the following offer on this two year anniversary: If you (or your organization) order 100 copies of Executive Ownership, Creating Highly Effective Leadership Teams, I’ll spend day with you, your leadership team or another part of your organization that would profit from leadership team excellence. Contact me via LinkedIn or via my web site for details on this limited offer, looking forward to another terrific two years supporting your executive ownershift.
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.
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.
For action oriented, results-driven executives, it is very easy to jump into business issues too deeply and overlook what is happening in the leadership team. How does the oxygen mask rule lead to better performance in your leadership team?
Leadership teams can benefit from executive team guardrails, designed to help teams stay safe, become effective and focus on what only they can do.
Once the day gets rolling, it is difficult to get the quiet moments needed to reset our mindfulness, resilience, and well-being. This is why it is ultra important to manage our well-being moments of truth.
Organizational drama, sometimes called the “Best Management Tool Battle” takes place when people fall in love with their tools and miss what is really happening around them.
When team conversations and discussions become too internally oriented, they are focusing on what I call artificial challenges. Teams that have an outward-bound orientation (customers, new opportunities in the marketplace) focus on natural challenges, outside the business.