Clear Agreements Need a Real Promise of Action
In our continuing focus on Team Leadership and how clear agreements create workability and drive results, the second part of creating a clear agreement is “making a real promise”.
In our continuing focus on Team Leadership and how clear agreements create workability and drive results, the second part of creating a clear agreement is “making a real promise”.
Imagine a workplace where everyone knows exactly what needs to be done and expectations are met the first time. A clear request also opens the door to building trust, enhancing loyalty, changing attitudes, and increasing productivity. Yes, clear requests are that impactful to an organization’s overall performance!
This month we are focusing on Performance and how Leadership plays a critical role in its success.
Leadership is the most important ingredient to increase the performance of any organization.
You can tell the level of leadership by the overall success the organization is generating. They are producing consistent, repeatable, and reliable results.
Leadership and performance go hand in hand with trust. The more leaders both demand and demonstrate their trustworthiness by being sincere, competent, reliable, and involved, the better results they will see from employee performance.
Start to measure your team’s level of trust that improve performance by answering these questions:
Answer the questions above and start building trust to improve performance, a key tool to being a great leader!
Have an Awesome Month Leading with Impact!
This month we are focusing on Strategic Execution, and the conversations needed to support the success of any Strategic Plan. One of these conversations is feedback and, more specifically, what “breakdowns & struggles” have been seen that need to be addressed by having a feedback conversation.
Feedback is a fundamental leadership practice for improvement! To improve organizational performance, we have to deal with the areas that have low workability. Could you imagine a football team not looking at the game last week to make adjustments for this week?
So, what stops leaders from receiving or giving feedback? The biggest reason is that we have learned from an early age that feedback is negative, demotivating and possibly hurtful. In most cases, the view of feedback is that it’s bad news, wrong or even career-ending – so let’s just avoid it altogether.
As leaders, we have to be comfortable with giving constructive (useful, beneficial and purposeful) feedback and using it as a tool for improvement versus making others feel small, wrong or judged.
Remember, when you have leaders who are open to giving and receiving feedback, overall performance will improve!
In the next few weeks, ask 4 people to give you constructive feedback on your leadership. By modelling to others that you are open to receiving feedback, it will impact others’ listening for receiving feedback in a positive way, and as an important tool for success!
The Joy of getting Feedback by Joe Hirsh
Have an Awesome Month Leading with Impact!
This month we are focusing on Strategic Execution and what it takes to be successful at executing a strategic plan.
Some recent findings show that 70% of well-formulated strategies fail due to poor execution!
Companies tend to spend more time planning and building the plan rather than implementing and executing the strategy and, more specifically, don’t plan and design the proper conversations needed for success.
Take the time to plan your team’s communication and engagement around your strategy.
Four intentional conversations that your leaders need to be having to ensure the organization’s strategic plan is being executed per defined timelines:
In your “Strategic Think Time” this week, reflect on which of the four conversations are happening by your team and which ones need to be upgraded to support the execution of the organization’s Strategic Plan.
The Strategy Implementation Challenge
Have an Awesome Month Leading with Impact!
This month we are focusing on Strategic Design by creating time in your schedule for Strategic Thinking.
As leaders we create our future, we do not predict our future. Therefore, if you are not intentional about creating time for strategic thinking your future will be the same as the past.
Successful Leaders start by planning their time for strategic thinking. At Awesome Journey we call this “Strategic Thinking Time”, time for reviewing data, time for research, time for thinking about how to connect what appear as unconnected opportunities. It is also a time to challenge your thinking by being in conversations with others who can ask you thoughtful questions to poke at your thinking.
Take some time and answer the following questions:
Awesome Read: Six Essential Skills of Strategic Thinking
https://hbr.org/2013/01/strategic-leadership-the-esssential-skills
Have an Awesome Month Leading with Impact!