Entries by gmader

Do you have the nerve to be a bold and powerful leader?

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There are two things required for leaders to achieve extraordinary results – first is a robust strategy that everyone understands and believes in. And second is the nerve to stay the course and make it happen. Most strategies fail because of the second, not the first. When leaders want to achieve extraordinary results – in good or bad times – they must address two aspects of strategy. First, they must develop a clear game plan for where they want their organization to be, and how to get there. Second, they must create an environment of authentic ownership, accountability and communication inside which the plan can be implemented. None of this is revolutionary. The only way […]

Are you giving yourself bad advice about important things?

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How much time do you spend – or shall I say ‘waste’ – in your head? I mean listening to your own private thoughts, concerns, and conversations? We do it mostly when we are troubled, upset or in distress. That’s the time that we need sound advice, guidance, and support. But, that is the time we often go to the wrong and worst place to get it – our own head. I was coaching an executive who wanted to advance his career and get the promotion he felt he deserved. The executive was generally a passionate and expressive person and leader. But, every time he had opportunities to promote himself, his skills and his accomplishments […]

Is your team ‘energized and inspired’ or ‘cynical and resigned’?

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Some time ago, in a meeting I was facilitating, people were going around introducing themselves. One of the long-time veterans of that organization stood up and introduced himself in the following way: “My name is Bill. I don’t remember how long I’ve been here, but I have 54 months to go!” You would think that Bill represents a rare minority of cynical people. However, my experience says otherwise. Unfortunately, I find cynical and resigned people at all levels of all organizations. When I ask senior executives, “How is your leadership team doing?” I often get a stock answer of, “My leaders are excited and in great shape.” However, when I attend their meetings, I often […]

Stop Prioritizing!

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Crazy advice, right? Perhaps not. “Get your priorities straight” would seem to be the obvious solution to dealing with the overwhelm, stress and burden of too many commitments, too little time and scarce resources. But there is a hidden pitfall to this thinking, which perpetuates the frustration, fatigue and endless lists of incomplete items that occupy our days (and increasingly, our nights and weekends). “Setting priorities” typically involves writing down everything we are supposed to do, want to do, said we would do and have to do. We then typically take that list and through some form of screening criteria, rank each in order of importance, avoidance of pain for neglect, sense of opportunity or […]

Make 2017 the best year ever!

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I love new beginnings. Starting a new year, chapter or phase brings with it new possibilities and hope. Whether you want to improve your financial situation, increase your health or fitness, find true love or find your dream job, at the start of a new cycle we often feel that we have another chance to realize our goals—including those we tried but didn’t achieve before. I find this space of possibility and opportunity extremely empowering and exciting. However, in order to truly experience a fresh start, you have to first understand and accept the fact that new possibilities and hope exist in your own heart and mind, not in the external circumstances. In fact, your […]

Complete 2016 in a meaningful way

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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 starting and executing part. We underestimate the power and value of completing things effectively, not merely finishing or ending them. The dictionary defines finishing as ‘bringing a task or activity to an end.’ It defines Completing as ‘making something whole or perfect’. We don’t have to do anything for something to end. It is the nature of the world. Things […]

Make your meetings more effective!

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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 with the experience of time well spent and having produced great accomplishments. If you make your meetings much more powerful and effective I believe people will feel differently about “too many meetings.” I want to share two useful and powerful guidelines that if you follow would make your meetings much more effective and productive: Focus your meetings on achieving outcomes, […]

How to make clear commitments and fulfill them

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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 conflict, where tough and uncomfortable decisions were needed. In addition, when the leadership team did make decisions the leaders often didn’t do a good job following up and executing on what they had agreed to and decided. So, decisions were often ignored, forgotten or pushed aside and deprioritized due to the day-to-day burning topics that constantly came up. After dealing […]

Is your team political and cautious or authentic and courageous?

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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 really on their minds, their lack of courage often leads to things being said in such a diplomatic and sugarcoated way that the impact of the message is lost in its tepid delivery. While at times diplomacy works and it may allow team members to address some problems efficiently, many critical issues demand an energy, passion and direction that cannot […]

The key steps for transforming your organization

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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 people to accept and own these changes quickly. Some want to grow their market share from #5 to #4, or even to #1. Others feel their cultural values, spirit and pride have deteriorated and they want to ignite and energize their workforce again. The dictionary defines transformation as:  A thorough or dramatic change in form or appearance. All successful transformational […]

Is your team a high performance team?

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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 any topic, no matter how difficult – in an open, honest, authentic, courageous and effective way People give feedback, coaching and hold each other to account Everyone is comfortable taking a stand and being explicit about what they are committing to And lastly – there is no tolerance for gossip, blame and negative conversations So, how do you develop a […]

Are you coachable?

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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.