It’s fun to be quoted in Forbes, and here are three bits recently contributed that answer these questions many leaders and executives face:
- How can managers balance pushing a team for results while keeping them engaged?
- What are low-cost ways to hone the leadership skills of your executive team?
- Should culture be created intentionally, or should it be an evolutionary process?
You can click through each one above to see the full article with all the responses, but mine are below for your convenience:
- Look At Where Alignment Is Missing: If you’re not naturally getting good results from engaged and fulfilled employees, perhaps look at where alignment may be missing between you and your employees. Identify where you as the manager might create conversations to clarify expectations around success criteria. What constitutes good results and how would you know if your employees were hitting the mark? What motivates each employee?
- Listen for What’s Missing: As a leader, your biggest role is that of listener seeking to identify and generate the conversations that are missing from your executive team. What’s not being said? What conversations are needed to generate the results you are all in agreement that you intend to achieve? What leadership skills will it take to produce said results? What current leadership skills do they have? What’s the gap?
- Culture Eats Strategy for Breakfast: Peter Drucker famously said, “culture eats strategy for breakfast.” What that means in the context of this question is that if you do not intentionally create the culture that aligns strategically with your organization’s objectives and intended results, you will find yourself in an unintentional culture that may be negative, haphazard and automatic. What results do you want?