This article was originally published on Forbes.com. Read it here!
This article was originally published on Forbes. Read it here!“Am I CEO material?”That’s what Amit asked when we discussed why he wanted to work with a leadership coach.“Do you want to be?” I asked in return.
Zak is my three-year old godson. I was watching him the other day as he was preparing to assume a self-proclaimed role of ‘Master of the Universe’ while playing a game with some of his friends. I marveled at how prepared he was and how his plan included alternatives if there were any problems in the scheme of things.
What makes for a better work culture: competition or collaboration? It’s a question C-suite executives are asking with more frequency — perhaps because reported rivalries among White House staffers have them wondering about the most effective approach for their own leadership teams. Does encouraging rivalry result in everyone bringing their A-game?
Imagine a team of rowers, each with an oar in the water, paddling in sync with the same intensity and speeding in one fluid motion toward the goal. That’s an image of a high performing team!
This article was originally published in Forbes. Read it here!Leaders, like most people, have the best intentions for meeting their goals. They want to support their teams and help them grow so everyone can work toward making the company successful. The challenge comes when an intention is unknowingly undermined by actions.
Whether they’re CEOs or first-time managers, leaders’ primary accountability is the same: leading and developing team members so the business can continue to grow. While leaders of all levels may understand this aspect of their jobs, many are unsure about the best way to accomplish it.
Growing pains can be both exciting and challenging. It’s a thrill to see tangible proof that your business is succeeding. At the same time, finances, resources and people get stretched.
This article was originally published on Forbes. Read it here!Communicating can be a lot like dancing. When dancing is done well, two people glide across the floor and make difficult moves look effortless. They have fun and feel good about engaging with one another.
This article was originally published on Forbes. Read it here!Sometimes leaders know there’s a problem, they just don’t know who or what is causing it. It can be especially difficult for them to spot the cause when it’s rooted in their own behavior.