Terry Starbucker
JANUARY 3, 2010
Talk about this with your team, as early in the year as possible. Study Up – Make sure you take the time to study the details of your business or project plan for the year ahead. Answer these questions NOW , take whatever corrective action is necessary, and give your team a better chance for success. THEN , dive in.
Terry Starbucker
DECEMBER 5, 2010
The kind that is designed to “jazz up&# and inspire the team. Terry Ricardo Bueno December 6, 2010 at 4:17 pm I really like number 6: “We have a ‘strategic’ plan. It’s called doing things.” — Herb Kelleher The Joy of Progress, and the Journey: “Every day you may make progress. Every step may be fruitful.
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Terry Starbucker
JUNE 6, 2010
Make sure you take a day, or even just a morning, to have an informal chat with your team to consolidate your learning from the first six months. Assess Team Performance - Make sure the team you evaluated in January still has the right stuff in June. Are there any “cracks&# in resolve, or commitment to the plan?
Terry Starbucker
FEBRUARY 21, 2010
You and your team now have the proper momentum to execute. The more often you can consistently communicate what you’re trying to accomplish is the more often you can remind your team this isn’t some fly by night idea, this is actually critical to the mission. Popularity: 3% [ ?
Terry Starbucker
JULY 11, 2010
It’s that “in-between&# time, where the current year’s business plans are fully in place, and the budget season for the next fiscal year is yet to begin. 1) Focus on individual, rather than team, incentives - Take advantage of the fact that others are vacationing, and spend some extra time with specific teammates.
Terry Starbucker
APRIL 11, 2010
The “reaction&# that must be considered here is the morale of the team that remains (not to mention the collateral costs of the displacement). If we are able to plan wiggle room into the action, we may be able to react appropriately when unforeseen consequences crop up. Making this decision will displace several people.
Terry Starbucker
NOVEMBER 1, 2009
Filtering vs. Push Down – Good leaders know that they need to function as a contextual “filter&# for their team when directives and messages come from above. It’s the knack of giving the credit to everybody else and blaming yourself. Channel all of that ambition towards your team, and watch it blossom.
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