Let's Grow Leaders

SEPTEMBER 4, 2023

These initiatives are usually shorter-term and there is a moment when it will be completed. If you have a clear project plan, you may clearly know your short-term objectives. If not, to identify your short-term M.I.T., There may be several of these initiatives and projects for every strategic objective.

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Let's Grow Leaders

SEPTEMBER 30, 2023

What can they expect around the short and long-term plan with the team and the company? What are you bringing to the strategy that’s different from before? What’s staying the same? What do you want to know about WHERE WE’RE HEADED? Here’s where you can share a bit about what they can look forward to.

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Let's Grow Leaders

SEPTEMBER 5, 2021

5:30 Jim shares about a study done with some of his students about people they admire for short and long term. In the long term, courage tends to stand out as the most admirable. ” Also, think about longer-term horizons. 4:27 Courage at work involves risky but worthy actions. kindness). 8:45 Is courage worth it?

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Let's Grow Leaders

OCTOBER 14, 2013

Keeping secrets creates short-term advantages and long-term costs. Don’t keep secrets. You gain the edge, but lose the relationship. The world could use less secrets and more sharing. I wish you would share more. Annoying Secret #1: Bad News I was happy when he brought me bad news.

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Let's Grow Leaders

SEPTEMBER 10, 2014

Intimidation Gets Short-Term Results. After all, in a fast-paced environment, short-term results are sexy. I remember being coached shortly after my promotion to the executive ranks that it was time “to smile less.”

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Let's Grow Leaders

MAY 2, 2022

We love to incorporate leaders as coaches in our long-term leadership programs through what we call challenger groups. In this model, the managers take an hour each month with their team to watch a short video, learn a new concept or skill, then use a provided discussion guide to help their team apply the concept to their work.

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Let's Grow Leaders

APRIL 1, 2021

Be sure your team has a clear understanding of their strategic, short-term, and daily priorities. Frequent, short pulse surveys can be invaluable to know what’s really on people’s hearts and minds and to know how their thinking is evolving in this rapidly changing new abnormal.

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Let's Grow Leaders

JUNE 21, 2013

Today I challenge you to a short-term experiment that I picked up reading What Keeps Leaders Up at Night. What would your friends say motives you? How about your mom? It’s been a while since we did some real work together at Let’s Grow Leaders. More to come on [.] The post What Motivates You?

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Let's Grow Leaders

MAY 19, 2014

Short-Term Focus - It’s always urgent, and there’s never time for the long-term investment in people and processes that will impact the business. This can work for a week or so, but beyond that you’re doing substantial long-term damage to your team.

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Let's Grow Leaders

FEBRUARY 13, 2023

Sometimes your lazy coworker gets just as much bread as you, at least in the short run. Is there anything I can do in the short term to pitch in during this challenging time?” . ‘Not I,’ said the duck,” anytime I was tempted to say “no.” It can be difficult to stay motivated. Find a mentor.

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Let's Grow Leaders

FEBRUARY 2, 2016

The sad truth is, a “User” mentality can often improve results in the short term, but is no way to add lasting value. FOCUS: User managers focus on short-term results. Although there’s lots of work being done, stress and fear squelch creativity and conversation. An Anatomy of a User Manager.

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Let's Grow Leaders

JUNE 27, 2014

Short Term View- True collaborators value the relationship over the small stuff. Fuzzy Communication- Collaboration requires a constant flow of real-time communication. Don’t rely on email or chats, look in each other’s eyes, even if it’s over Skype.

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Let's Grow Leaders

MAY 3, 2021

No matter how much uncertainty you face, there are still facts you do know, outcomes you know you want to achieve – even if they are short-term, crisis response activities. Find Your Focus. It’s often helpful to narrow your focus – particularly when you face overwhelming projects.

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Let's Grow Leaders

DECEMBER 17, 2014

It’s almost always easier to say yes than no–in the short run. It’s okay to “no, I can’t do that right now, or under our current terms,” while saying yes to “I’d be happy to talk to you about that as phase 2.” Yes, it’s okay for you to treat me that way.

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Let's Grow Leaders

DECEMBER 6, 2021

I’ve always wrestled with the term “fake it till you make it,” because there’s a difference between faking expertise and confidence. Creating a one-page leave behind helps you to streamline the most important points, and helps you to prepare for the short-cut presentation as needed. Know your ask.

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Let's Grow Leaders

FEBRUARY 21, 2017

Promoting a jerk who gets (short-term) results without looking at the impact on the relationships they need to sustain them, is a credibility busting move with the true A players you need for lasting success.

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Let's Grow Leaders

MAY 28, 2014

If you’re more established in your career, I’d avoid the term informational interview , but a rose by any other name… In my case I just reached out via email with a short summary and my resume attached. Of course I didn’t call them that.

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Let's Grow Leaders

AUGUST 4, 2023

But the short answer to the question is, we just don’t value maintenance. And he’d frame our work in terms of warfare. And once it’s done, yes, it’s going to need to be maintained. So why aren’t those costs planned for and incorporated as a normal, regular part of our civic business?

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Let's Grow Leaders

MARCH 9, 2015

Don’t let the urgency of a stack rank distract your team from a long-term win. This happens at all levels, but can be particularly disastrous when an executive becomes focused on a short-term adrenaline shot to force up results. But when the metrics are the message, the business suffers. False Sense of Competition.

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Let's Grow Leaders

OCTOBER 9, 2015

While there are examples of short-term results coming from dictates and demands, enduring results come from sustained employee or follower engagement. Productive leaders spend their time minimizing or totally removing barriers. True leaders i nspire action. Let’s face it, nothing happens until something happens.

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Let's Grow Leaders

OCTOBER 28, 2015

There’s no long-term commitment. Make a short list and use it. ” “Karin, I just don’t think anyone on this team is ready to take on my role… and I can’t get promoted until I find a successor.” ” And the phone call of the week is, “these millennials just don’t seem to get it.

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Let's Grow Leaders

SEPTEMBER 28, 2015

What I do know is the hundreds, at this point likely thousands, of people I’ve met over the years in reasonable paying jobs, whose fear of working outside their job description absolutely damaged their careers and sabotaged their long-term earnings. And it’s even more critical now. Let’s Discuss.

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Let's Grow Leaders

AUGUST 20, 2014

When I asked them to self-assess where they feel they ranked in terms of class participation, 100% rated themselves in the top 30%. Keep it short, simple, and exploratory. We don’t expect others to know or care, but we know in our hearts we deserve a break. I’ve witnessed this first hand with my MBA students.

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Let's Grow Leaders

SEPTEMBER 7, 2015

Invested in the Long View, Even in Short-Term Project. The teams that won well, understood the deep value their team mates were bringing to the table and took extra time to ensure they were heard and understood.

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Let's Grow Leaders

APRIL 4, 2016

Where the other three manager types tend to focus on short-term goals, managers who win well have a longer time horizon. What distinguishes a Winning Well manager from a “User,” “Pleaser,” or “Gamer” manager type you discuss in your Winning Well model?

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Let's Grow Leaders

FEBRUARY 16, 2017

But if it’s not done right, it can actually create discord, as this short story shows. A bowling event or a trust fall exercise won’t have long term benefits unless the experience can be quickly tied to daily challenges the team faces. This post also includes 6 questions to ensure your team values unite your team.

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Let's Grow Leaders

MARCH 25, 2015

Poorly executed, at best it’s a waste of time, and often creates serious havoc on long term performance. ” Don’t short change your talent strategy. Succession planning, done well, creates brilliant competitive advantage. ” “Our business is moving so fast we don’t have time for that.”

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