Tag Archives: Leadership

In All Honesty: Can Your Team Trust You?

The concept of “trust” within our workplace teams means much more than just expecting someone else on the team to get something done on time.

Healthy trust among colleagues takes time to achieve. It grows from the ups & downs of shared experiences, the willingness to connect in meaningful ways, honest on-going communication and positive, engaged collaboration that brings desired results. And the foundation is a sincere appreciation of each other, our unique differences and the acknowledgment that we each bring great value to the team effort.

So where do you stand with your team? Start with an honest self-assessment using these questions. Next, move on to soliciting input from your team. How would they answer these questions? Now you are ready to make some behavioral changes starting with simply letting others know you more.

  1. Do people know you well at work?
  2. Do your team members feel “safe” with you?
  3. Can they be themselves, showing their vulnerabilities as well as their strengths?
  4. Do they gravitate to you at work or networking events, sharing what’s important to them both professionally and personally?
  5. Bottom line . . . do they “know, like and respect” you?

Give yourself time to build this relationship. It’s very subtle but very powerful. The difference between a mediocre performing team and a high performing team is all about trust.

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The Five Dysfunctions of a Team

The Five Dysfunctions of a Team: A Leadership Fable, Patrick Lencioni, Jossey-Bass Publishers, San Francisco, CA, 2002.

Once again, this unique book has been mentioned in one of my advanced executive coaching classes. So I recently bought it and have found myself saying out loud every couple of pages “This is so true!” Lencioni is right on target!

Lencioni has created a simple but powerful fable (that we all can identify with) about the chaos and ripple effect of broken teams in today’s work world. Genuine healthy teamwork is rare in our professional or even in our personal lives despite everyone’s best intentions. Lencioni tells us what to do about it and why we need to do it. And. if you like this book, watch for my April e-newsletter for a review of Lencioni’s newest book, The Advantage: Why Organizational Health Trumps Everything Else in Business, 2012.

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3 Ways to Retain the Talents of a Millennial

What is the Millennial generation? These younger people, also known as Gen Y, were born after 1985 and bring a wealth of talent, energy and creativity to today’s workforce. But for many Baby Boomer employers, it is a challenge to figure how to successfully recruit, manage and ultimately retain these valuable employees.

Once hired, the Millennials are bringing different expectations to their jobs. To learn what these are simply ask a Millennial. They will tell you, often with some genuine frustration. I have been asking several, including my daughter Barbara, age 22, about what is the key to keeping them or, in reverse, why they would leave their current job.

Here is what they say . . .

  • “First, give me the opportunity to use my strengths. Don’t be afraid to challenge me. Give me stretch assignments. I also want to see a career progression at this company. Is there a clear path to move up in this company? Will you give me the training, mentoring and coaching resources to help me master new innovative skills?”
  • “Second, listen to me! Give me a chance to contribute my ideas even though they might be a bit different. Encourage me to have a voice and have a seat at the table. I want to be included as a valuable member of the team. “
  • “Third, don’t forget me. I need and appreciate regular feedback about my job responsibilities and performance. I want to know how to excel in this job but I also need support and guidance. After all, this is my first “real” job.”

It actually all makes perfect sense. If you hired well, the Millennials simply want to do what they were hired for or what they aspire too. Set aside the stereotypes and listen to each person as an individual – you will be pleasantly surprised!

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Remembering Names the Easy Way

Remembering people as individuals is the cornerstone to building powerful personal and professional relationships. Start with remembering their name with a word picture. Our minds usually think in pictures. And it helps to exaggerate your picture so you will remember it quickly. Remember this picture is just for you – don’t share it.

Now that you remember someone’s name, let’s have a meaningful conversation with this person. Pretend you are at a business event and you are talking to someone new. Practice on them. Stop any distractions by maintaining good eye content with the person. Listen closely and really hear what they are saying. Be curious and focus, focus, focus!

  • Listen for information about these six general areas: where they live, family and friends, paid and community work, travel adventures, unique interest and finally their ideas.
  • Ask about any other areas that you are curious about – be interested in them as an individual.

Now create a word picture in your mind to remember what you just heard. Dale Carnegie calls this “conversation links”. Create a picture – the more exaggerated the better- that links together these pieces of information. Dale Carnegie trainers give hysterical examples in the live training. It works! You don’t forget the picture or the individual and their unique story.

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Flourish: A Visionary New Understanding of Happiness and Well-Being

Flourish: A Visionary New Understanding of Happiness and Well-Being, Martin Seligman PhD, Free Press, Simon & Schuster Inc. 2011.

Martin Seligman’s newest book is fascinating! Seligman (world renown for his work in positive psychology) takes his past extensive studies of “authentic happiness” and expands it into the concept of “well-being”.

Seligman’s believes that one’s own sense of well-being has five measurable and sustainable elements: positive emotion, engagement, relationship, meaning and achievement. And this is not only true for individuals but equally measurable in businesses, teams, families, neighbor communities and even for whole countries. I was intrigued to read the research findings on which of 23 EU countries ranked the highest in citizen “well-being”. Pick up the book to see where we all should be moving! Leadership.

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