During a break in the meeting, Dan pulled me aside and whispered, “No more ‘p’ words, please.”
“What are ‘p’ words?” I asked.
“You know,” he replied, “Words like process, perspective and paradigm.”
Dan is results-driven. There were way too many “p” words in this meeting for his comfort … planning … process … people … participation.
At one time or another, many of us have felt like Dan – that it is so much easier to do the work than take the time to involve others in the process of planning for the work – to just decide where you’re going and get on with it.
The problem is, when you’re a leader, you can’t just announce where you’re going and expect people . . . → Read More: Results Driven vs Process Driven Leadership
I had the honor of being invited to guest host the India HR Twitter Chat this past week, with two of my favorite leadership experts Tanmay Vora and Tanvi Guatam. The #IndiaHRChat is attended by many experienced business leaders and HR professionals who tackle meaty issues around leadership.
The topic for this Chat was “Emergent Leadership”.
In the India HR Chat Preview, the questions that would be asked during the chat were listed and also articles for pre-reading, including First Fire All the Managers by Gary Hamel and Emergent Leadership Topples the Pyramid by Jesse Stoner.
No More Long Lectures – A Different Way to Learn
A “TweetChat” itself is a most unusual form of conversation. From the outside – and even from the inside . . . → Read More: TweetChat: An Exciting New Way to Learn, Connect, and Explore Emergent Leadership
Victor’s team had recently delivered a couple of large projects, and he was pleased with their performance. But there was feedback that they were feeling burned out, and two people had recently requested transfers.
When I suggested creating a Team Charter, he told me, “Planning is fine, but I’m all about action. I’d rather see people take action and feel ownership than set up a bunch of rules that slow things down.”
Is Victor right? Absolutely!
When people initiate action, they assume greater responsibility for ensuring a successful outcome.
Is Victor wrong? Absolutely!
When people take random action without clear agreements with others, they are likely to waste their time and other’s as well.
Here’s the paradox:
. . . → Read More: Create a Team Charter to Go Faster and Smarter
“The best way to predict your future is to create it.” – This popular quote is attributed to Peter Drucker. But what does it really mean?
Do you muscle your way into the future, constructing your life as though it’s a project? If you try to do that, you’ll be disappointed.
The real meaning behind this statement is that we need to assume responsibility for our lives and the future we want to impact.
It starts with focusing on the reality you create right now, which is shaped by what you focus your attention on and the images you hold in your mind.
Advanced studies in neuroscience show that we are hard-wired to focus on negative images. When we see something beautiful, we notice . . . → Read More: The Best Way to Predict Your Future
As more organizations are becoming flatter, the looming question is whether it’s possible to “do more with less” or whether it’s necessary to rethink the distribution of power and control as described by Peter Drucker, Peter Block and Gary Hamel among others.
Emergent Leadership Topples the Pyramid shows what a non-hierarchical view of leadership looks like. But these four practices are needed in order to self-organize successfully and prevent spiraling into chaos.
These practices provide the vehicle to move forward, and without them, your flat organization will end up with flat tires.
1. A Shared View of the Big Picture.
Agreement on the organization’s purpose (reason for being), values (what guides people’s behavior and decisions), vision (what it looks like in action), and strategy . . . → Read More: The 4 Practices of Successful Flat Organizations
What can you do as a team member to help your team achieve The 6 Benchmarks of High Performance Teams? There are 12 team behaviors that directly affect the quality of your team’s results, the ability to make smart decisions and the commitment to implement them.
Task behaviors focus on what is needed to get the job done. They ensure that an intelligent process is used to make smart decisions. But task behaviors alone are not enough.
In order to ensure decisions will be implemented, team members need to feel good about how decisions were made. This is why maintenance behaviors are just as important.
Become a “Participant – Observer.”
Each of the 12 team behaviors is important for your team to be effective. Most . . . → Read More: The 12 Team Behaviors That Drive Team Performance
“Bad news isn’t wine. It doesn’t improve with age.” –Colin Powell
One of hardest tasks in management is how to give your boss bad news. After all, you want to show you’ve got everything under control, are making the right decisions, and are executing flawlessly.
As a leader, you want to shine the best light on your team—it’s hard when that light reveals a big mistake.
If you’ve got bad news, I’ve got some good news. Handling bad news well can increase your leadership credibility. Helping your team recover from bad news will help to them learn and grow.
Bad News the D.A.R.N. Way
Bad news is never easy. Here are 4 steps to share your news and accelerate the recovery.
Explain the . . . → Read More: How to Give Your Boss Bad News and Keep Your Credibility
There’s a good reason leadership quotes are popular. A few lines can pack a lot of information that teach and inspire.
In A Tweet, a Blog Post, and a Profound Teaching I shared quotes from my own writing.
These are the top leadership quotes by others. (If I missed one of your favorites, please share it in the comments.)
The only safe ship in a storm is leadership. Faye Wattleton, Political Activist
People are definitely a company’s greatest asset. It doesn’t make any difference whether the product is cars or cosmetics. – A company is only as good as the people it keeps. Mary Kay Ash, Entrepreneur and Business Leader
A vision is not just a picture of what could be; . . . → Read More: The 40 Best Leadership Quotes
What’s your view of leadership? If you’re like most people, you have an underlying belief that leaders should be out in front of the line, leading the way.
The Hierarchical View of Leadership
In the traditional, hierarchical view, senior leaders are at the top of the organization and ensure the organization fulfills its mission effectively.
There are differing views about how leaders should behave – the best leadership style. For example, you might think leaders should be directive or participative or both depending on the situation.
Although Steve Jobs, Hillary Clinton, Ronald Reagan, Sheryl Sandberg, and Howard Schultz have very different leadership styles, they all have one important thing in common – their role as a leader is to stand in front of their organization . . . → Read More: Emergent Leadership Topples the Pyramid