Posts

The danger of acting in a cautious and politically correct way

In a previous blog “Five necessary areas for improvement of your team,” I outlined 5 areas that most teams need to step up in. In this blog, I want to elaborate on the first area: Boldness and Courage. Most leadership teams avoid the tough, uncomfortable conversations. Whether it’s giving honest, direct and critical feedback and coaching to others, or making difficult decisions about budgets, resources and other areas that affect power and status – the common tendency is to take the safe, easy way out. Even when managers and team members attempt to say what’s really on their minds, a lack of courage often leads to things being said in such a diplomatic and sugarcoated […]

Why most teams are not strong at making decisions and sticking to them

How many times have you experienced the following scenario? The team discusses an important challenge or opportunity that is critical to the organization’s future. The conversation goes on and on without resolution, as different people have divergent opinions about the best course of action. When the team tries to bring it to a conclusion, they are no closer to alignment. They leave the meeting “agreeing to disagree.” Such meetings are worse than a waste of time: they actually damage the team, which is no closer to making the necessary decisions and assuming responsibility for them. Unfortunately, people have stayed within their comfort zones at the expense of moving the organization forward in new and dynamic […]

Blunt honesty is the right approach both in business and at home.

I love working with leaders who are relentless about driving a culture of open, honest and courageous communication around them. These leaders are about high performance and they have zero interest in, or tolerance for, internal drama or politics. They operate at a high level of personal integrity, authenticity and ownership. And they expect and demand the same from people around them. They make it difficult – if not impossible – for people to get away with doing the things that undermine and weaken the organization: point fingers, adopt a victim mentality, indulge in destructive politics, and “CYA” (cover-your-ass) behaviors that distract from the goals of the organization. Even if these behaviors are very subtle, […]

Do less. You’ll be able to achieve more!

In my line of work I attend many business meetings, and many of them look like this: people sit around the table with their laptops or iPads open. There are relatively brief moments where everyone is deeply present, listening, paying attention and engaged in the conversation. Most of the time people are sporadically engaged but mostly working on their computers, iPads or smartphones responding to emails and focusing on other work related things. Most people who work in organizations seem to feel that they have to attend too many meetings and that many, perhaps most of these meetings are too long and not productive. In fact, many times people say that most meetings are a […]

Agreeing to disagree is always a cop-out!

How many times have you seen the following scenario? A team meets to discuss issues that are critical to the organization’s future. The conversation goes on and on without resolution, as different people have divergent opinions about the best course of action. When the leader tries to bring it to a conclusion, they are no closer to alignment. They leave the meeting “agreeing to disagree.” Such meetings are worse than a waste of time: they actually damage the organization, which is then no closer to making the necessary decisions and assuming responsibility for them. People have stayed within their comfort zones at the expense of moving the organization forward in new and dynamic ways. This […]

Why Agenda Driven Meetings Don’t Work

A key principle of generating total alignment and engagement is ensuring that you are always working backward from a deliberate, desired future — rather than merely extrapolating or perpetrating business as usual. When it comes to meetings — which consume enormous amounts of most managers’ time — this principle can make the difference between meetings that make a big impact, and those that waste valuable time. To begin with, most meetings are designed backwards. The agenda planning starts with the questions: How much time do we have? and What do people think we should talk about? The reason we say these meetings are designed backwards is because the time allocated for the meeting should be […]