Leadership Freak
OCTOBER 28, 2011
Image source Emotions are responses to information; believe wrong information and you’ll experience wrong feelings. For example, you think someone neglected their responsibilities causing deliverables to fall through the cracks. Based on that, you feel concerned, frustrated, or even angry. Don’t trust those feelings. Don’t express those feelings. Push those feelings aside.
Leadership Freak
OCTOBER 26, 2011
Questions focused on the present are management questions. “What’s the problem?” for example. Leaders, on the other hand, ask questions about the future, “Where do we want to be next year?” Managers ask about execution. Leaders ask about direction. In today’s complex world, leaders manage and managers lead. Determine which moment you’re in. Is this [.].
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Leadership Freak
OCTOBER 27, 2011
The reason your team isn’t fully engaged is you aren’t fully committed to them. They know, you’re dedicated to them only so long as their performance pleases you. They know organizational interests come first, theirs don’t. They know you’re playing hide-n-seek with opportunities, pay raises, and promotions to manipulate them. Always place the best interests [.].
Leadership Freak
OCTOBER 22, 2011
Our children finished their Little League Baseball (LL) experience long ago. My LL experience goes back to the mid ’60’s but I still remember. My first at-bat ever, I hit a home run. That solidified my role as clean-up batter. My last at bat I struck out. All these years later, I still remember those [.].
Leadership Freak
OCTOBER 23, 2011
Err on the side of pushing harder not easier. When you wonder if you should challenge or comfort someone, challenge them. Expect more not less. Encourage those who are struggling but don’t exclude challenging them. Reject the temptation to coddle. People rise to challenges. Maxed out: A few on your team are maxed out. Strengthen [.].
Leadership Freak
OCTOBER 25, 2011
Performing the same job year after year is a recipe for boredom, coasting, and low productivity. Entrenched, stagnant employees protect their turf, resist change, and create roadblocks. In addition, they build power bases that instinctively fight off innovation from “outsiders.” Resistance, gossip, and manipulation become typical tools to protect the status quo.
Leadership Freak
OCTOBER 24, 2011
Image source Monday mornings are a hodgepodge of enthusiasm, anxiety, or dread. Like a race horse, you feel that starting-gate feeling. This Monday, make their duties and agenda your Monday morning passion. The people around you feel the same things you feel. Reach them through their feelings. 10 tips to do the Manic Monday Shift: [.].
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