In earlier posts, we’ve looked at the Five Dysfunctions of a Team, and we’ve looked at DiSC. Please look back for a refresher if you need one. Most teams struggle with the “Trust” and “Conflict” behaviors, and this series of short posts examines the ways each DiSC style can influence those areas. The Conscientiousness style can … Read more
Patrick Lencioni has done it again. His latest book, The Ideal Team Player, is brief and brilliant. In this fable, followed by a model outline, Lencioni shares a hiring secret of his own company, The Table Group, and shows us that we can apply this to any team. They look for three virtues that they’ve … Read more
Change is inevitable, and so there are many resources to help organizations deal with change. The John Kotter works (Our Iceberg is Melting) are very popular, and for good reason. You’ve heard of Who Moved my Cheese? as well, certainly. Change management resources like these can help leaders navigate and push change successfully, but something … Read more
In The Five Dysfunctions of a Team by Patrick Lencioni, the need for vulnerability-based trust is considered foundational for any team to be successful. When this trust is developed, we can have healthy conflict. Once healthy conflict occurs, even when there’s disagreement, team members are more likely to show commitment to group decisions. Then, because … Read more
In The Five Dysfunctions of a Team by Patrick Lencioni, the need for vulnerability-based trust is considered foundational for any team to be successful. When this trust is developed, we can have healthy conflict. Once healthy conflict occurs, even when there’s disagreement, team members are more likely to show commitment to group decisions. Then, because … Read more
Are individual team members slow to execute tasks which they may not be in agreement with? Does the team lack passion for their goals? If so, there may be an issue with commitment. In The Five Dysfunctions of a Team by Patrick Lencioni, the need for vulnerability-based trust is considered foundational for any team to … Read more
Do you have “meetings after the meetings?” Can you see people holding back their true thoughts the first time around? Would you face resistance if you asked people to be open and vulnerable with one another? In The Five Dysfunctions of a Team by Patrick Lencioni, the need for vulnerability-based trust is considered foundational for any team … Read more
In previous posts about the Four Levels of Maturity, we’ve explored the notion that Level 2 (Independent) is the most dangerous. At Level 2, people are generally: correct justified able to blame problems on others technically in compliance with standards and rules This is a dangerous place for a team member to be, because they’re … Read more
Leaders know that it’s important to show appreciation, maintain optimism, and attend to rituals and traditions. These can inspire and motivate. But consider the element of surprise and novelty. That works even better. While everyone appreciates “jeans on Friday”, there are more surprising ways to show some thanks. Consider playing against type: In a manufacturing, … Read more
Some leaders are open and transparent with others, and some are more private. But if that privacy is segregating their personal life and history to such an extent that their team feels like they don’t know them, then that leader is at a disadvantage. Leaders who make it easy to get to know them have an easier time developing relationship … Read more