As we enter the holiday season and end of 2016 it seems appropriate and timely to write something about “completing the year.” Completing a phase, period, initiative or task effectively is just as powerful and rewarding as starting or executing these effectively. However, it seems as if most people tend to focus more on the […]
This author has yet to write their bio.Meanwhile lets just say that we are proud gmader contributed a whooping 167 entries.
Entries by gmader
One of the most common complaints I hear in organizations is “too many meetings.” I believe in most organizations there are too many meetings. However, I also believe that what is causing and augmenting people’s frustrations about meetings is the fact that most meetings are ineffective. They don’t produce enough and they don’t leave people […]
I was coaching a senior management team of a successful technology company. The management team wasn’t operating or being viewed as a strong leadership team. One of the main complaints managers and employees had was that the senior team didn’t make enough clear decisions in areas that needed change, especially in areas of divide and […]
Most teams avoid the tough, uncomfortable conversations. In most cases, team members tend to delay or avoid giving honest and direct feedback and coaching to each other. People especially avoid giving negative criticisms and feedback – even if these are necessary and would make a difference. Even when team members do attempt to say what’s […]
At any given time I am typically involved in several transformational initiatives around the world. Some are local in nature, and others are global. Some are very complex and others more straightforward. The goals and context of each transformational initiative can also be different: Some are going through major organizational restructuring and they want their […]
What is a high performance team? A lot has been written about this topic. I would like to keep it simple. For me a high performance team is: A team that is truly cohesive, aligned and trusting Everyone has each other’s back and people feel they are “in this together” Team members address and discuss […]
When it comes to coaching, it’s important to remember:
– Not everyone wants to be coached
– Not everyone needs to be coached
– Many have no control over who they coach and who coaches them
As a people manager, there is often an expectation that you coach and mentor members of your team. However, being someone’s boss always doesn’t provide a sufficient foundation for successful coaching.
Most teams approach strategy development by looking in their rear-view mirror. Starting from their present reality, they review their past successes and shortfalls. They analyze their capabilities and means. And, based on that analysis they project their expectations into the future – typically coming up with ‘best case’, ‘worst case’, and ‘most likely case’ scenarios. […]
Commitment often plays center-stage in our lives. Whether we are trying to lose weight, get in shape, get a promotion, make more money or achieve objectives, we often think in terms of being committed to the cause.
If we want to achieve an objective we know “we have to be committed.” When our friends and colleagues give us advice they often accuse us of not being committed enough, and they tell us to be “more committed.” And, when we fall short in our desired outcomes, we often beat ourselves up and feel guilty about the fact that we are simply “not committed enough”
On the other hand, some of us take commitment to the extreme opposite. We are so obsessed with carrying out our commitment that we often act with extreme intensity and drive ourselves to serious stress. We plan our every action, measure our every milestone or intake, announce our every achievement and fall apart with every setback. Our friends and colleagues often look at us with worry. They regard us as obsessive and fanatics and their advice is often to lighten up, chill or simply “stop taking your commitment so seriously!”
So, the question is: “How committed do we need to be to succeed?”
In most organizations, when people talk about Organizational Transformation, they typically mean a major reorganization or restructuring, a process re-engineering initiative or a system and tool upgrade. These things are very important, and at specific times in the evolution of a company they may be just what the organization needs in order to reach the […]
I was speaking to a senior executive of a global technology company about leadership. During our conversation, he made an intriguing declaration: “I’d rather be a dwarf that manages giants, than a giant that manages dwarfs”. It was obvious to me that he was referring to the difference between narcissistic leaders who always take the […]
Have you ever heard someone say: “Talk is cheap”? Well, nothing is further from the truth! Talk is one of the most powerful capabilities we have to create and make things happen!
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