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Category: Management
When it is time to fire: The difference between hurt and harm
In my coaching, I spend my of my time working with companies to build top-performing teams. As you can imagine, December is often a fun month for me as I observe teams celebrating their successes and enjoying their bonuses. Then comes the flipside – those people who are let go due to their behavior or performance.Read More…
A quality you must look for when selecting a strong leader
Humility: “To refrain from boasting. To minimize personal accomplishments in favor of building others” (Webster’s definition)
Put yourself in this scene: You are interviewing someone for a key leadership position in your company. The person you are interviewing is poised, confident, and articulate. When you ask a question, they are sure-footed and think quickly on their feet. Everything looks and sounds good, but in the back of your mind something doesn’t feel right. In spite of this “bad vibe” you hire the person anyway because you are anxious to fill the position. What happens when we ignore that “little voice”? It usually ends up being a disaster.Read More…
Document your reputation
My father worked for many decades as a project engineer for a major oil company. He became a renowned expert in pipeline controls, and actually worked for three years straight as a consultant during the construction of the Alaskan Pipeline. He was smart, intuitive, and the best problem solver I have ever known.
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Leaders learn to love problems
We are paid to solve problems. Selling is commonly defined as problem solving. Management is problem solving. A technician is a problem solver. Here is the intriguing part: If solving problems is what most of us are paid for, why does “We’ve got a problem” hit us like a sour note?
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Top performance is guided by clarity
As an executive coach, much of my time is spent working with companies to build a top-performing championship teams. There are many elements to a #1 team, and the one I would like to talk about today is absolute clarity of roles and expectations. First things first. Before implementing this step, it is assumed you and your team have a clear vision, you are excited about it, and you have the “right people on the bus”. Without this, there is no getting off the launching pad.