Articles tagged "Necessary Conversations"
Your Silence Speaks Volumes: Speak and Lead Proactively
How you communicate as a leader is critical. There’s nothing new in that. However, what I’m finding more frequently is that leaders aren’t appreciating how loudly their silence speaks to their teams and what their silence says about their leadership. Whether it’s a company president, director of regional sales, or a team lead, leaders are staying silent too often. Their silence is not motivated by a fear of crossing a line on political correctness. Their silence is instead driven by a fear of unintentionally influencing their team’s thoughts or behaviors, and potentially stifling their team’s ability to take on new challenges. So instead, they say and do nothing.
Performance Planning vs Employee Reviews
Ahhh, this is the wonderful time of year when organizations REQUIRE managers, supervisors, and team leaders sit down with their various team members to conduct one-on-one performance reviews. Doesn't just the thought of holding one of these sessions turn your stomach? If you're like most people it does.
Which Stage of Leadership Do You Operate In?
Do you know wich stage of leadership you operate in?
The following is a quick and dirty overview of my leadership model: The Five Stages of Focused Leadership Development®
To Be Nimble You Need Concise Plans, Values, Respect, and Necessary Conversations™
If you haven’t read it yet, read Adam Bryant’s book: Quick and Nimble – Lessons from Leading C.E.O.’s on How to Create a Culture of Innovation. His insights are important for my readers and clients because they so nicely echo several core leadership concepts I share with my clients during my programs or executive coaching sessions with them.
In his book, Bryant covers six key ideas to create a culture of innovation and nimbleness. I’ll list Bryant’s terms and then mine:
Why Do You Attack Instead of Talk?
- Why is it so hard for so many managers to simply talk with their employees about less-than-expected performance?
- Why do so many managers become mean when they simply need to make employees aware their behaviors are taking them down the path towards disciplinary actions or possibly -- termination?
- Why do so many managers default to "attack mode" instead of "talk mode" to tell employees they are performing in unacceptable ways?
