Ron Edmondson

SEPTEMBER 5, 2017

Chances are, if you’ve served on very many teams, you’ve served on one which is dysfunctional. There are no perfect teams. If you have been on a dysfunctional team you’ve probably seen one or more of of the common traits. Team members never feel valued or appreciated. Again, there are no perfect teams.

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Team Definition Objective Efficiency 42

N2Growth Blog

DECEMBER 22, 2010

Great leaders lead all people under their care, not just those who agree with them. As much as some don’t want to hear this, there is an “I&# in team because teams are comprised of individuals. If you crush the individual character and spirit of those who form your team, how can your team operate at its best?

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Blog Gordon Follow-up Open-book 419

Ron Edmondson

AUGUST 29, 2011

Chances are, if you’ve served on very many teams, that you’ve served on one that is dysfunctional. A dysfunctional team in simple terms is one that cannot operate at peak efficiency and performance because of a combination of negative characteristics. How many of these can you currently see on your team?

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Team Objective Efficiency Operations 66

Ron Edmondson

MARCH 5, 2020

Just like the people they lead, they become protective of the way things operate. Whenever we are stalled in an area of ministry, I like to invite different voices to brainstorm and develop new ideas. I wrote a post on innovative ways to develop people , as an example. They are just “normal”. . A culture of fear.

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Bureaucracy Brainstorming Guidelines Edmondson 56

Ron Edmondson

MAY 22, 2017

I think it makes the team stronger. How do you take back a delegated project without causing hurt feelings, injuring a valued team member, or causing disruption in the organization? The culture of a healthy organization has everyone operating as a team. I’m a fan of delegation. I certainly love to delegate.

Delegation 56

Delegation Project Bottom-up Edmondson 56

Ron Edmondson

MARCH 24, 2015

Folks often preach the value of teams and try to instill teams in their churches, all the while cheerleading and propagating organizational cultural dynamics that squelch any possibility for those teams to thrive. Talented leaders move on, because they want to be keenly involved in developing what’s next for the church.

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Ryan Team Discount Learning-by-Doing 30

Ron Edmondson

JANUARY 24, 2011

January 24, 2011 in Business , Leadership , Organizational Leadership , Team Leadership with 21 Comments Recently in Costa Rica I saw a tradition that’s common in my country too. The leader operates more out fear or control than out of respect and empowerment. Have You Ever Been Placed in Leadership Time-Out?

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Edmondson Leadership Maturity Leadership Styles 51

Ron Edmondson

MAY 9, 2016

I’m steering our team towards a common, shared vision, but there are a myriad of opinions in how we accomplish the vision. Conflict is many times seen as a sign of unhealthiness on the team. I’ve learned, however, not to be afraid of conflict on a team. In fact, I think it can be healthy for the team if handled correctly.

Management 30

Management Edmondson Learning-by-Doing Team 30

Ron Edmondson

JANUARY 24, 2011

January 24, 2011 in Business , Leadership , Organizational Leadership , Team Leadership with 21 Comments Recently in Costa Rica I saw a tradition that’s common in my country too. The leader operates more out fear or control than out of respect and empowerment. Have You Ever Been Placed in Leadership Time-Out?

Edmondson 49

Edmondson Leadership Maturity Leadership Styles 49

Miles Anthony Smith

AUGUST 7, 2018

True leadership starts with the leader working on herself first and serving her team, not the other way around. To succeed, a leader must learn to balance their relationships, time, strategic efforts and personal development. It is all about being a multiplier of talent vs a diminisher.being a magnet and developer of talent.

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Leadership Self-aware Learning-by-Doing Open-book 102

Ron Edmondson

OCTOBER 15, 2012

Selfishness – I get frustrated when people have to have things “their way” It destroys any hope of a healthy team when people are only thinking of their personal wishes. To me, there is no place for disrespect in an organization or on a team or in any relationship, for that matter. When You Don’t Need a Leader.

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Edmondson Content Organization Influence 63

Harvard Business Review

FEBRUARY 13, 2018

So the first step to building an innovative team is to hire people interested in the problems you need to solve. Code-named “Project Aristotle,” the aim was to see what made successful teams tick. Interestingly, highly innovative teams can be safe for some ideas, but not for others. Promote psychological safety.

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Innovation Team Diversity Creativity 11

Ron Edmondson

DECEMBER 26, 2013

I love development within an organization. I previously wrote about three activities every organization and everyone in the organization must do to be healthy; growth, maintenance and development. Each of us tend to specialize or prefer one of those activities and mine is development. We develop turf wars over our areas.

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Development Operations Organization Team 60

Ron Edmondson

JANUARY 26, 2016

People are operating with reasonable, attainable, measurable and worthy goals. A great team has been recruited. As organizations (and churches) change, so do the needs of people who sit on the team. There’s a danger of silos developing. There are clear goals in place. This is critical. Wow, this is big!

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Benchmarking Organization Succession Edmondson 30

Ron Edmondson

SEPTEMBER 26, 2018

People are operating with reasonable, attainable, measurable and worthy goals. Personally, I like to operate on a few simple broad goals each year, but then have more specific goals updated every 90 days. Personally, I like to operate on a few simple broad goals each year, but then have more specific goals updated every 90 days.

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Benchmarking Organization Succession Goal 31

Ron Edmondson

DECEMBER 26, 2013

I love development within an organization. I previously wrote about three activities every organization and everyone in the organization must do to be healthy; growth, maintenance and development. Each of us tend to specialize or prefer one of those activities and mine is development. We develop turf wars over our areas.

Development 30

Development Operations Organization Team 30

Ron Edmondson

JANUARY 24, 2018

I recruited a core team who could own the vision, as their own. In this process, they developed these ministries with their own individual perspectives and desires. Leaders often operate out of fear and hold too tightly to their vision, afraid others will ruin their “dream”, but this never allows people to develop.

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Reference Advice Organization Operations 34

Ron Edmondson

FEBRUARY 15, 2012

How do you take back a delegated project without causing hurt feelings, injuring a valued team member, or causing disruption in the organization? The culture of a healthy organization has everyone operating as a team. It’s easier to do the right thing on a healthy team, even reassign an project. What do you do?

Delegation 54

Delegation Project Bottom-up Process 54

N2Growth Blog

SEPTEMBER 1, 2010

Alexa Rank : 251,748 Google Page Rank : 5 PostRank Leadership Score : 18 Number of Posts in last 30 days : 30 TwitterGrader Score : 100 All Things Workplace : This blog offers opinions and general information on leadership and leadership development by Steve Roesler. Steve’s insights are thoughtful and always spot-on.

Blog 411

Blog Leadership Follow-up Media 411

Harvard Business Review

DECEMBER 23, 2016

” Members from each partner organization rate the alliance in areas related to strategic fit, operational fit, and cultural fit. We see similar findings in research looking at individual work teams. Lilly’s research shows these same effects can happen between members of alliance innovation teams.

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Productivity Products Survey Strategic Fit 8

N2Growth Blog

JANUARY 18, 2011

If you struggle with recruiting, team building, and leadership development you likely have a bad attitude. Ron Edmondson This is a challenging post Mike. I wonder if there’s a good survey out there I could use to get feedback from my team. Thanks for the great and important post!

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Leadership CEO Blog Learning-by-Doing 420

Ron Edmondson

JULY 21, 2015

Problems within a team or organization won’t show up immediately — but they will eventually. Continue to work on team development — even though it seems you don’t have time. Make sure someone has this as one of their key roles on the team, but it should be the responsibility of everyone.

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System Edmondson Learning-by-Doing Training 30

Ron Edmondson

MAY 15, 2018

I think he and his team would have identified with the overwhelmingness of faster than anticipated growth. But, because of this, problems within a team or organization won’t show up immediately. It will frustrate the healthiest teams. One of my favorite leadership stories is of David in 1 Samuel 23. It’s attractive.

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System Follow-up Planning Learning-by-Doing 32

Ron Edmondson

AUGUST 25, 2011

Problems within a team or organization won’t show up immediately…but they will eventually. Stay grounded in your faith as a team and as leaders so you can weather this season. Recruit – It’s even more important in fast growth situations that you be constantly looking for new and developing leadership.

System 53

System Training Learning-by-Doing Organization 53

Harvard Business Review

DECEMBER 1, 2015

Creating a positive and healthy culture for your team rests on a few major principles. Kamal Birdi of Sheffield University has shown that empowerment, when coupled with good training and teamwork, leads to superior performance outcomes whereas a range of efficient manufacturing and operations practices do not.

Positioning 8

Positioning Productivity Products Stress 8

Harvard Business Review

MAY 18, 2017

Garvin was a generalist more than a specialist, perhaps because he came of age at HBS during the 1980s, when the school’s primary focus was the development of skilled general managers. The bottom line was that teams with good managers perform far better than teams with average managers.

Management 8

Management Balanced Scorecard NPV Article 8