We used to believe that the way to measure “success” of a person’s performance was their output. Many believed that if what was delivered met our expectations, then all was fine with our employees. This thinking is not only...
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4 more leaders to model when seeking to be clear so that others can brilliantly execute strategy. Last week I posted 4 Models of Leadership Clarity. All examples were of male leaders. Although I pulled those 4 based on my research...
We can all get better as leaders in our ability to inspire. Inspiration followed by action, is powerful. When combined with a shared vision, objective, or goal, the resulting performance can be magical. Why, then, aren’t we always...
Leaders, empower your teams to perform at their best. Today I shared a conversation with a business owner about remote conversations. We especially honed in on the power of the pause. There are many types of pauses. The...
The video below is from 1997, when Jobs presents the thinking behind Apples famous “Think Different” campaign. You’ll hear about getting clear and being clear within the first 5 minutes of this video. He first shares how he and...
Pivot to performance inspiration and accountability. Determine how reviews fit. In this series I am focusing on the performance review, which for many organizations has failed to meet its goal of improving performance of the team(s) overall. To catch...
Bring out passion with future-look conversations If what you want is a vibrant business, consider – what will it take to orchestrate change—to Pivot—from performance management to performance momentum? Performance momentum only happens when people are clear about the...
Pivot to more effective performance – change the context Part 1 of this 4-part series ended with a question: Does a “bad” (ineffective, even counter-productive) review result from being delivered by a “bad” (out of touch, controlling, low emotional...
An effective performance review is possible Employee reviews weren’t meant to be ineffective or harmful to the morale of people you want on your team. However, too often, the performance management processes and policies organizations ask managers to...
Meeting method – Open Space. Who shows up is the right “who.” Catalyzing momentum is a transformational process; it is not a one-time motivational or informational presentation. The ongoing process of well-orchestrated change, and Pivoting in a way that...