Nathan Magnuson

NOVEMBER 6, 2013

Sometimes when I meet with a leader of a team or a department, I’ll ask a question about priorities that usually raises an eyebrow or two. Powerful Questions clarity planning priorities project management questions'

Power 139

Power Project Planning Team 139

Nathan Magnuson

MARCH 5, 2018

Did you know that as an organizational leader, your serving audience goes much further than just your team? Team members. Peter Drucker is frequently credited with the quote, “What gets measured gets managed.” Embody the Values and Commitments as a Leadership Team. Which is most critical at the moment?

Strategy 120

Strategy Development Leadership Covey 120

Nathan Magnuson

APRIL 3, 2017

I recently conducted a needs assessment for a senior executive group and was surprised when one of the highest rated development needs was stress management. The topic came up again in training discussion when another executive group expressed a high desire to include stress management on the list.

Stress 122

Stress Leadership eBook Long-term 122

Nathan Magnuson

JULY 17, 2016

Not many things can top being part of a great team with a great culture. I’ve written about culture several times (here are my two favorites on building a leadership culture and assessing the team culture of the champion Kansas City Royals baseball team ). That was the year we had the strongest team and won our conference.

eBook 120

eBook Conference Team Consultative 120

Nathan Magnuson

AUGUST 15, 2016

Dictatorship is alive and well in the world of global politics, but it’s a not-so-subtle organizational management style as well. Recruit a strong team, including people who are smarter or better than you. Work hard to promote trust and collaboration within the team and organization. Build a team with diverse viewpoints.

Servant Leader 120

Servant Leader How To Politics Loyalty 120

Nathan Magnuson

JUNE 20, 2016

In his thought leadership on management, William Oncken introduced several levels of initiative a person can take in a given circumstance. And don’t forget to factor in your own preference for hands-on or hands-off management. Aside from results, one of your chief duties as a manager is to develop talent.

eBook 128

eBook Report Consultative Execution 128

Nathan Magnuson

DECEMBER 30, 2013

Isn’t there a way to manage a project without micro managing each person? When was the last time you hired a new person to join your team? But What If I Can’t Delegate? Just when we think we have delegation down, things fall apart. 3 Simple Ways to Determine Hiring Fit. Did you find the right person? Mentoring 101.

Strategic Planning 168

Strategic Planning Delegation Mentor Learning-by-Doing 168

Nathan Magnuson

OCTOBER 1, 2018

Consider this scenario: Your team comes up with an innovative solution to solve a complex problem in a new way. Implementation is a complicated mix of communication, coordination and change management as well. If your new idea or solution is doomed from the start, the quickest way to get to success is to fail fast.

Productivity 174

Productivity Products eBook Project 174

Nathan Magnuson

JANUARY 18, 2016

One of the biggest frustrations to senior management is middle management who won’t make the tough decisions at their level. How They Communicate with Their Teams. But one week later the World Trade Center was hit and Mueller became a full-time crisis manager. He specialized in white collar crime.

Education 120

Education Leadership Middle Management eBook 120

Nathan Magnuson

NOVEMBER 3, 2014

But in this context, they usually associate leadership with a management-type position. You’ll have more decisions to make, more uncertainty to negotiate and more change to manage. If you have good leaders on your team, they’ll work to prevent problems from even showing up on your radar).

Leadership 173

Leadership Welch Bureaucracy Influence 173

Nathan Magnuson

OCTOBER 20, 2014

It’s always easier to push risk up the organizational chart, but organizations tend to reward those who are willing to manage risk themselves. A high performance who can’t develop others will soon be leading a low-performing team – and won’t be doing it for long. At some point, someone has to make a decision.

How To 178

How To Influence Follow-up Examples 178

Nathan Magnuson

OCTOBER 2, 2017

The other became a second job to actively manage. If your team or function has a scorecard to help measure the key result areas, good for you. But the differences didn’t end there. Right from the get-go, one required some initial planning and then essentially ran itself. One required a few decisions that could be made quickly.

Sample 120

Sample Simon Audience Bottom-up 120

Nathan Magnuson

JULY 6, 2015

Other times, we need to involve a team. I used this problem-solving checklist with a cross-functional group of managers recently. Or perhaps a separate offsite or simply some time blocked off on the calendar. Just don’t assume it’ll “just happen.” ” Involve the right people. Utilize a progressive method.

Benchmarking 120

Benchmarking Definition eBook Workshop 120

Nathan Magnuson

APRIL 20, 2015

You may be someone’s car guy (car dealer or mechanic), teeth gal (dentist), organization guy (office manager) or even leadership guy (consultant). Several years ago, one of my team’s clients in IT realized everyone in the organization was unhappy with them. The first step is to think in those terms.

eBook 120

eBook Consultative Finance Quality 120

Nathan Magnuson

JANUARY 4, 2016

I’ll never forgotten what FBI Executive Assistant Director Janet Kamerman told our consulting team several years ago. He felt he deserved a promotion while management felt he needed more time to prove himself in his current role. Be a “Kamerman” Teammate. No Entitlement.

Leadership 120

Leadership Consensus eBook Sample 120

Nathan Magnuson

DECEMBER 3, 2012

Examples could include leading a new project, supporting a project on another team (or a joint team), doing a rotational assignment, attending a seminar, joining a professional association or networking group, completing a new certification, becoming a board member for a non-profit in your industry, or reading a book.

Library 208

Library Organization Development How To 208

Nathan Magnuson

APRIL 6, 2015

Acknowledging a lack of control helps with managing future expectations, but don’t stop there. Your team needs it and so do you. In any setback, it’s easy to focus on the factors outside our control and just move on. But it’s likely that many are within our control as well. It doesn’t have to be big.

eBook 120

eBook Follow-up Creativity Learning-by-Doing 120

Nathan Magnuson

JANUARY 28, 2013

There can be various ways to do this, from publishing a list of mentors that mentees can choose from, hosting a kick-off event to make assignments, building an online system so mentees can choose their mentors independently, having the program manager assign mentors, or a number of other ways.

Mentor 186

Mentor How To Human Resources Objective 186

Nathan Magnuson

SEPTEMBER 5, 2016

You go from joining a team to leading a team to eventually leading a department or major organizational function. The more you give, the more restricted your team may feel. I believe this is one reason coach training for managers has gained such popularity in the last decade. I know that was the case for me.

Succession 120

Succession eBook Executive Coaching Resistance 120

Nathan Magnuson

NOVEMBER 6, 2017

We’ve probably all complained at one time or another that “management” makes arbitrary decisions and doesn’t understand the impact on the day-to-day work. Since there are so many leadership responsibilities, let’s focus on just a few that have enormous implications for the people in our wake. Your Decisions.

Leadership 120

Leadership eBook Workshop Uncertainty 120

Nathan Magnuson

OCTOBER 13, 2022

I was right in the middle of sharing this dynamic in a client workshop when one of the team leaders jumped in. Fulfilling agreements. Ensuring outcomes. 50-50 responsibility leaves zero margin for error! “ I’m divorced ,” she exclaimed. “ I can tell you that 50-50 just doesn’t work!

Webinar 156

Webinar Workshop Follow-up Team 156

Nathan Magnuson

JANUARY 19, 2015

I was asked to sit in on a large group interview several years ago that a group of managers was conducting. He worked well with his team, had high energy, was adaptable and delivered solid results. There were a handful of openings and they wanted to efficiently select several candidates to move to the next level. Both were hired.

Human Resources 120

Human Resources eBook Objective Document 120

Nathan Magnuson

OCTOBER 19, 2015

Your HR or talent development team may be responsible for building the infrastructure and managing the projects, but they should never be the sole source of development. . “One-Stop-Shop” Approach. Who is “in charge” of leadership in your organization? It shouldn’t be one group.

Leadership Development 120

Leadership Development Development Leadership Attrition 120

Nathan Magnuson

NOVEMBER 2, 2015

Baseball experts point to a wide variety of factors for the team’s success: an emphasis on putting the ball in play vs. hitting home runs, aggressive base running, a dominant bullpen and a flair for dramatic victories. When Moore came on board the team had lost 100+ games in three of the previous four seasons. Neither do I).

Bottom-up 120

Bottom-up eBook Sports Creativity 120