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Top talent walking out the door? Here's how to get them to stay

Top talent walking out the door? Here's how to get them to stay | Leadership 21 | Scoop.it
Show your high-performing team members that you care about their careers by implementing stay interviews.
The TEAM Approach's insight:

Great technique.  For an interview with the author go to our Bookends web site http://www.bookendsbookclub.net/pod_shell/LoveLose.php where you will also find a discussion guide.

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Kimberley Richardson's curator insight, February 25, 2014 8:48 AM

"People don't care how much you know until they know how much you care." ~Teddy Roosevelt

Leadership 21
Resources for 21st Century Leaders
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The Push Against Performance Reviews - The New Yorker

The Push Against Performance Reviews - The New Yorker | Leadership 21 | Scoop.it
Is an employee-review system without bias or resentment possible?
The TEAM Approach's insight:
This is a serious issue which organizations everywhere should be examining. Recent research in neuroscience would support the movement away from this antiquated practice. I would suggest leaders read and discuss this article, especially the reference to rater bias.
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Pre-Crastination: The Opposite of Procrastination

Pre-Crastination: The Opposite of Procrastination | Leadership 21 | Scoop.it
Why we do some tasks before their time—and why pigeons do, too
The TEAM Approach's insight:

Fascinating article.  Seems to reinforce the concept of chunking in current learning theory as well as the old idea of breaking a large task or goal into smaller pieces.  Again, trying to understand how our brain works can take some of the mystery out of our behavior as well as give us tips on how to use it more effectively,.

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A psychologist says these personality types are most likely to clash at work

A psychologist says these personality types are most likely to clash at work | Leadership 21 | Scoop.it
Conflict at work is inevitable, but some personalities are more likely to clash than others...
The TEAM Approach's insight:

First time I have seen the Wiley DiSC model presented so prominently in a major publication not related to training and development.  Perhaps the business world is starting to take this seriously.  Our work with teams over the past 28 years has generally used the DiSC model as a common thread in almost any project we are involved in.


The awareness and understanding of our opposite behavioral style can go a long way toward increasing team effectiveness.  But the real power is in respecting and valuing all of the styles.  This is not a once and done event but, rather, an intentional ongoing process requiring a lot of attention and nurturing by the team leader.

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Leadership Series: Vulnerability and Inspired Leadership

Leadership Series: Vulnerability and Inspired Leadership | Leadership 21 | Scoop.it
After spending the past decade studying vulnerability, courage, shame, and worthiness, I’ve come to believe that leadership has nothing to do with position, salary, or number of direct reports.
The TEAM Approach's insight:

Am I just tuned into the concept of vulnerability because I am studying it, or is it really becoming a key factor in positive relationships, including those involving leadership?  Great article.  Key quote for me: 


Do we have the courage to show up, be seen, take risks, ask for help, own our mistakes, learn from failure, lean into joy, and can we support the people around us in doing the same?


This is a great question to pose to teams and team leaders and is probably one of the keys to engagement.

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Leadership Feedback - Texas CEO Magazine

YOU’RE DOING IT WRONG By D. Kevin Berchelmann What does poor communication cost businesses today? Between reduced productivity, lost talent and other direct and indirect losses, a recent Unify survey indicates lackluster communication can cost businesses up to $5,000 per employee each year. Big bucks. Communication isn’t rocket science, but it does require thought and …
The TEAM Approach's insight:

I love the way this article ends - "Leadership success is established and developed through helpful, relevant and timely feedback. Feedback fosters trust, and trust is the currency of leadership."  This is so true but I would also add that the feedback needs to go both ways.  So perhaps a good start is to solicit feedback from direct reports or how well you give feedback and how do they want to receive feedback.  Tricky subject for sure.

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Why Great Managers Are So Rare

Why Great Managers Are So Rare | Leadership 21 | Scoop.it
One of the most important decisions companies make is whom they name manager. Yet Gallup research suggests they usually get it wrong -- costing businesses billions of dollars annually.
The TEAM Approach's insight:

Lot's of take-aways in this article.  First, selection is critical.  Second, spend your training dollars on enthusiastic, talented beginners.  Third, the role of team leader is one of the most important in any organization and teamwork is the key to success.

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Three of the Most Common Delegation Ah-ha’s | Eblin Group

Three of the Most Common Delegation Ah-ha’s | Eblin Group | Leadership 21 | Scoop.it
The TEAM Approach's insight:

I particularly like the idea of shifting the emphasis from ME to YOU.  These tips are very similar to those in the Vital Learning course on Delegating.  Always good to see common threads in significant skills such as delegating.

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The science behind a happy and productive workforce | HRZone

The science behind a happy and productive workforce | HRZone | Leadership 21 | Scoop.it
Your staff are more likely to perform better and stay loyal if you find out what really motivates them.
The TEAM Approach's insight:

Also a good idea to understand the behavioral requirements of a role that might de-motivate them.  Knowing how to read the behavioral style of a role, as well as that of the person in the role, can be a powerful tool in creating a productive work team.  This is a good synopsis of Marston's model which was also fully developed into the DiSC Model now published by John Wiley & Sons.  It is not unusual to find that a job (position) has at least three significant roles within it and that a person may be a great fit for two of the three and struggling with the third.  It is also not unusual for another team member to be highly motivated by the same role that is de-motivating the first.  We have found that it is often easier and quicker to remove a de-motivator than it is to keep enhancing and reinforcing the motivators since most people come to a job motivated to succeed in the first place only to discover there is one aspect that becomes a barrier to their success.  

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Robin Williams: Cinematic Mentor

Robin Williams: Cinematic Mentor | Leadership 21 | Scoop.it
Part of the comedian’s legacy lives in the lessons he taught as an on-screen mentor to his co-characters as well as his audiences.
The TEAM Approach's insight:

Wonderful lessons here for anyone in a leadership role.  Williams had many great roles, but these were among his best.  His portrayals here certainly consitute a powerful legacy.

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What Kind of Leader Are You?

What Kind of Leader Are You? | Leadership 21 | Scoop.it
Leadership style is more than skin deep — it’s embedded in the brain.
The TEAM Approach's insight:

Sounds a lot like learning how to be flexible with your behavioral style. In our DiSC workshops we help leaders understand their natural tendencies and to be aware of the need to flex that style.  There is a place for all 8 dimensions of leadership based on DiSC research.

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@AubreyDaniels: When managing to results turns deadly | @SmartBrief

@AubreyDaniels: When managing to results turns deadly | @SmartBrief | Leadership 21 | Scoop.it
Managing by results is similar to driving in a big city by looking only in the rear view mirror: It doesn’t tell you what lies ahead.
The TEAM Approach's insight:

Good reminder on the connection between behavior and results.  Sounds a bit like behavior modification, in a good way.

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'The GM nod,' 'The GM salute' and a clash of cultures

'The GM nod,' 'The GM salute' and a clash of cultures | Leadership 21 | Scoop.it
Page 248 of Anton Valukas' report on what went wrong with General Motors' deadly ignition switch defect outlines how GM's safety efforts run smack into its cost-conscious culture.
The TEAM Approach's insight:

Amazing how this links to Lencioni's "Commitment" step in The Five Behaviors of a Cohesive Team.  Quite a case study in what can go wrong on a team and in a corporate culture.

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Going beyond "I'm sorry" after you've messed up | SmartBlogs

Going beyond "I'm sorry" after you've messed up | SmartBlogs | Leadership 21 | Scoop.it
Saying sorry isn't enough to right the wrongs caused by companies and individuals -- sincere efforts require seeking forgiveness, taking restorative action.
The TEAM Approach's insight:

The word "forgiveness' is beginning to pop up again.  I hope this is a trend and that we can begin to take it seriously.

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What Managers Should Know About Learning and Memory in the Brain

What Managers Should Know About Learning and Memory in the Brain | Leadership 21 | Scoop.it
Kim Ruyle compiled a relatively long list of brain principles that apply to memory and learning. There are many implications for individuals and teams seeking to accelerate their learning and to drive innovation. Subsequent to the brain principles, I’ve provided a list of suggestions for application of some of these principles.
The TEAM Approach's insight:

This is an excellent summary of the current understanding of how the brain learns.  Leaders need to be aware of this for themselves and for the teams they lead.  As we move further and further into the knowledge economy the timing for this information could not be better.  Now all we need to do is slow down long enough to understand and apply which Kim has outlined in this article.

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10 Critical Reasons People Quit Their Jobs

10 Critical Reasons People Quit Their Jobs | Leadership 21 | Scoop.it
Are you concerned about retaining your best, most contributing employees? You should be. Here are the top 10 reasons why employees quit their job. These are work conditions you control.
The TEAM Approach's insight:

Not much new here but the fact that the issues raised still seem to be overlooked by so many organizations and, more importantly, team leaders.  Retaining winning talent needs to be a daily, intentional task of every team leader.  In addition to helping the organization succeed it will make the leader's job easier and more enjoyable.  And, as noted in an earlier post, provide a real legacy for the team leader to leave the world.  Since this is a good list, I'd suggest turning it into a checklist and reviewing it at least once a week and then identifying action items for the following week that address areas that need improvement.


To get the most from this activity, don't go it alone.  If possible, meet with a mentor group of other team leaders, internal or external to your organization, and share successes and failures.

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Here's What to Do When Things Don't Go Right

Here's What to Do When Things Don't Go Right | Leadership 21 | Scoop.it
How do you react when things don't go your way? Conscious responding is about opening up in empathy, taking perspective, and taking full responsibility for our part in the outcome.
The TEAM Approach's insight:

Taking responsibility for our part in a conflict, no matter how small, seems to be a significant issue for leaders to understand and apply, for themselves and when coaching others. I see the word "empathy" popping up more and more in leadership articles.  This one does a nice job of putting it into a practical process of dealing with interpersonal conflict.  I also like the fact that the word "forgiveness" is introduced.  How often we have dealt with that barrier in working with teams. Being unwilling to forgive can be a major drain on productivity when teams are truly interdependent.

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Why all these meetings? | @JohnKeyserCoach

Why all these meetings? | @JohnKeyserCoach | Leadership 21 | Scoop.it
“We can meet or we can work. We can’t do both.” ~ Dan Altobello, business leader Credit: Pixabay It is estimated that senior executives spend 50% to 7
The TEAM Approach's insight:

Love this quote.  We started our business of 25 years ago helping teams with time management and meeting management.  Seems like the problem not only persists but might be getting worse.

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5 Non-Evil Ways To Get People To Do What You Want, From Dan Pink

5 Non-Evil Ways To Get People To Do What You Want, From Dan Pink | Leadership 21 | Scoop.it
Science has some answers about how to deal with difficult people. Here NYT bestselling author Dan Pink breaks down how to make people behave better.
The TEAM Approach's insight:

Every leader needs to be a student of human behavior.  In addition to being fascinating, the ideas in this article can also help you with a key aspect of leadership - alignment.  After all, you can't get there by yourself, you will always need other people so what not take advantage of social psychology and neuroscience and learn more about what makes us behave the way we do?

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​Are companies that value employees more successful?

​Are companies that value employees more successful? | Leadership 21 | Scoop.it
Firms ranked among the "Best to Work For" recognize a connection between workers feeling well-treated and the bottom line
The TEAM Approach's insight:

I still don't understand why more organizations don't take employee engagement seriously and see the connection between how they treat each other and the bottom line.  The studies have been going on for many years now.  This is not rocket science nor is it a best-kept secret. Relationships are the key. Simple, not easy, but rather important.

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Study Answers Age-Old Question: Do People Prefer The Good News or The Bad News First? — PsyBlog

Study Answers Age-Old Question: Do People Prefer The Good News or The Bad News First? — PsyBlog | Leadership 21 | Scoop.it
If there’s good news and bad news, which do you prefer to hear first and which should you give first?
The TEAM Approach's insight:

I must admit I have often been a bit uncomfortable with the "sandwich" approach to delivering bad news to employees.  This study provides some support for that feeling.  So, it is probably better to deliver the bad news to an employee, such as behavior that is inappropriate, followed by a discussion on how you will support change.  In the Vital Learning program, Improving Work Habits, there is a great model on how to approach this although the video model does begin with the positive and then moves to the negative.  Knowing a bit about behavioral styles would surely help.  People with different styles would want to receive information in different ways.  I have never thought about this in relation to the "sandwich" approach but I'll bet there is some value in building this into the equation.

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Kill Your Performance Ratings

Kill Your  Performance Ratings | Leadership 21 | Scoop.it
Neuroscience shows why numbers-based HR management is obsolete.
The TEAM Approach's insight:

"on average, managers are worse at developing their employees than at anything else they do."  In our work we have found that few managers are evaluated on their ability to develop their team members.  If it isn't deemed important, it probably won't get much attention.

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10 Strategies for Dealing with a Toxic Teammate

10 Strategies for Dealing with a Toxic Teammate | Leadership 21 | Scoop.it
You’re stuck with a toxic team member. You wish they were gone but you don’t have the power to eject them. Now what? 10 strategies for dealing with toxic teammates you can’t eject: Respect their po...
The TEAM Approach's insight:

This one troubles me.  To my way of thinking, the toxic team member must be either graduated to another team or converted to become a productive member of your team.  Relationships enhance or diminish team productivity and, therefore, must be dealt with.  If nothing else, toxic behavior is a work habit and therefore subject to coaching and discipline.  If the team leader does not have management support after providing proper documentation, there are much bigger organizational issues at hand.

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Keys To Leadership Success? Candor And Trust | B2B Marketing Insider

Keys To Leadership Success? Candor And Trust | B2B Marketing Insider | Leadership 21 | Scoop.it
Right now I am reading one of the most amazing business books I have ever read and it isn't even a book about business. The book is called "Creativity, Inc
The TEAM Approach's insight:

Great book review.  I have heard it said before that the key ingredient in innovation is trust and this reinforces that idea. The new program by Wiley, The Five Behaviors of a Cohesive Team, we are now using in our Team of CHOICE process should go a long way to building this type of environment.

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BK Communiqué Author Lists Blog: Five Questions No One Thinks to Ask Themselves About Their Boss

BK Communiqué Author Lists Blog: Five Questions No One Thinks to Ask Themselves About Their Boss | Leadership 21 | Scoop.it
The TEAM Approach's insight:

Take a look at these five questions and then think about your behavioral style (we use DiSC).  Great correlation here.  If you understand your management style and learn how to discuss it with those you manage and those who manage you, you will be a more effective leader.

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Biz Stone on leadership (and Star Trek)

Biz Stone on leadership (and Star Trek) | Leadership 21 | Scoop.it
The Twitter co-founder shares management lessons from the world of tech and start-ups.
The TEAM Approach's insight:

Good thoughts on the power of communication and how important it is to realize that business is all about people.

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