Teams
Flying Monkeys: How Rituals Can Create Connection and Purpose
It’s funny what you remember about past work experiences. We’ll spend (on average) 124,000 minutes per year working, which can
It’s funny what you remember about past work experiences. We’ll spend (on average) 124,000 minutes per year working, which can
Arianna Huffington, co-founder of the Huffington Post and CEO of Thrive Global, once said this about burnout: “In a culture
As a leader, you set the tone for communication in your area. What you do and say is modeled. An email from you carries more weight than those from peers. As such, your email etiquette and behavior can either help your team be more productive or totally trip them up.
Here are three types of emails that a leader should never send. And I do mean never!
In my executive coaching I see plenty of folks plagued with this problem: They are smart. They have deep expertise in their field. They are competitive and are on the hunt for the next promotion. And they have an almost uncontrollable need to prove just how brilliant they are. Unfortunately, these actions work against them. Even when they are smart and capable and driven.
Late last year I was able to check off a bucket list item of mine: to do a TED talk. I spoke about the need to shift our worldview from one of striving for stability to one of dealing effectively with continual change, in a talk entitled, “Is Stability What We Should Strive For?”
At the end, I describe some of the characteristics of emerging organizations that are thriving (rather than thrashing) in our global, networked, connected, hyper-fast, technologically driven world. It is an interesting list – and I wonder how your organization stacks up to it.
I had a recent conversation with a leader in a large company who made the statement, “It would all be better if only people would just come to work and do their work, and leave their emotions at the door.”
It’s not the first time I’ve heard that sentiment – but this time it really caused me to pause and wonder. Would it really be a better place? Here’s what I think about emotions and work.
Female leaders who command are called names I can’t print. Men who emote are seen as weak and ineffectual. Which brings us to the classic question: Are gender differences genetic or learned? Nature or nurture? Hardwired or socially scripted? Scientists have struggled with this question for centuries. I don’t have the answer, but I do have some observations based on the statistical concept I call the “tyranny of the tails” that may provide some insight.
Some of the biggest and best companies use a method called “action learning” to develop their high-potential leaders. Learn how you can too – in a scaled down, but highly effective lighter version.
The morning after the big game, athletes serious about getting better review and rehash the action on the field. They learn what they need to adjust, what they need to practice more and what worked just fine. You can do the same with your team by holding debriefing sessions.
I’ve led, planned, and been a part of my fair share of team building events – high ropes, interactive games, outdoor challenges. But is that the BEST place to develop teamwork?
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