Archive for ◊ June, 2011 ◊

Author:
• Thursday, June 30th, 2011

So you promoted your star performer to a leadership role. Good for you.

But something odd is happening: Even though he was a genuinely nice person last year, with the majority of his persuasive power coming from his desire to be collaborative and his personal charisma, he is now engaging in an aggressive, command and control behaviour that you haven

Category: Leadership  | Tags: ,  | Leave a Comment
Author:
• Friday, June 24th, 2011

Achievement = Performance

One of the biggest drivers of performance is a feeling of achievement. However, if you are like most people, you have a never-ending task list that never gets achieved. Be realistic with your daily and weekly tasks. Calculate how much time they require and then check to see if you actually have that time in between meetings, interruptions and pre-planned events.

The best thing you can do is to have two checkpoints.

Checkpoint one: Monday morning

  • What is scheduled for this week?
  • What is critical on which days?
  • How long (roughly) will these tasks take?
  • Do I have the time, in between other commitments, to get these tasks done?
  • If not, what do I need to prioritise or delegate?

 

Checkpoint Two: First thing each morning

  • What is absolutely critical for today?
  • How long (roughly) will these tasks take?
  • Do I have the time, in between other commitments, to get these tasks done?
  • If yes, are there other, non-critical things that I can work on as well?
  • If not, what do I need to prioritise or delegate?

These checkpoints will help you stay realistic and focussed on what

Author:
• Saturday, June 18th, 2011

A truly inspirinig story of someone who would never give up. And the team that supported him.

 

Category: Motivation  | Leave a Comment
Author:
• Friday, June 17th, 2011

The girl who did what most of us can’t….

The sign at the coffee shop counter reads: IF YOU ARE TALKING ON YOUR MOBILE PHONE, WE CAN

Author:
• Wednesday, June 08th, 2011

Running any sort of planning workshop is hard enough. Unfortunately many managers make it even harder when they focus on trying to gain consensus for every detail. Collaboration is necessary if you want to build ownership and commitment, but over-collaboration can be paralysing.

At best, consensus helps to involve everyone and promote fairness. At worst spending too much time finding consensus can produce:

  • Procrastination and time wasting
  • Mediocre solutions
  • Politics and positioning
  • Compromised goals, objectives and plans

Is consensus always necessary? No. What is necessary is finding the right solutions for your team and the path they are going to take to achieve their goals.

So think twice before you feel the need to take the opinions of the minority into account. Here are some things you need to do in order to make consensus work:

1. Explain the reality

People can