What’s in it for me?

what-in-it-for-me How well are you communicating changes to your team?
Last month, we wrote about the impact of consequences and their importance in seeing visible change in skills, behaviors and attitudes. Without them, it is just too easy for leaders and followers alike to fall back into old habits. In this edition, and in response to conversations around change we’ve had with our own leadership and business coaching clients, we will focus on a structure we used both as leader and coach to effectively communicate change.It stands to reason that as a business strategy evolves, so too do the needs of the business for and from its people. As leaders communicate the new strategy to the organization, how are they also communicating the changes in skills, knowledge, and attitudes necessary to effectively execute the new strategy? How are they winning over hearts and minds to help embrace change at an emotional level?The format we recommend and follow consists of the five...
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No consequences...

consequence-management How are you managing consequences on your team?
...No change!In our goal-planning work we facilitate with our leadership and business coaching clients, a key element of the process is documenting the rewards and consequences attached to any specific goal. Whether it is an individual, a team, or an organizational goal, we look at the rewards of achieving the goal and the consequences of not achieving the goal. This process is critical to establishing why the goal is important to the individual’s, team’s or organization’s success. These rewards and consequences always exist for any goal. What doesn’t always exist is the full understanding leaders have as to the impact they have on achieving the desired results.Psychology tells us people are more motivated by consequences than they are by the equivalent number of rewards. This is due to the impact of fear, survival, immediacy, and conditioning to name a few. What we’ve encountered in our leadership and business coaching practice is...
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“Accountability is the glue...

accountability1 How is your team holding themselves accountable to win?
...that ties commitment to the final result.”This month’s discussion is inspired in part by recent events in the world of sports. We recently witnessed exciting college basketball final four tournaments with the women’s tournament setting overall viewership records. We also watched the NFL draft as 32 professional football teams take steps to predict and perfect their team’s future success. With that in mind, we turn our thoughts to a much-discussed topic in our leadership and business coaching practice: accountability.To quote a post that has made the rounds on social media (original author unknown) and goes:Bad teams are not held accountable.Good teams are held accountable by the coach.Championship teams are held accountable by each other.It aligns quite nicely with our definition of a team as, “A group of people brought together to use their complementary skills to achieve a common purpose for which they hold themselves collectively accountable.” It is the last...
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If you stay ready...

Stay-Ready What decisions are you making to help your business stay ready?
...you never have to get readyIn a recent discussion with other buiness owners, the topic of luck came up as a point of conversation and the impact it has on business success. One of the owners related the title quote of this article her grandmother shared with her to help navigate the ups and downs of owning one’s own business. While variations of the quote are attributed to an actor, an athlete and a rapper, this version immediately resonated as great leadership knowledge in today’s VUCA (Volatile, Uncertain, Complex, Ambiguous) business environment.In Michael E. Gerber’s 2004 book, The E-Myth Revisited, he highlights the concept of working on the business versus working in the business. This is a great place to begin the discussion regardless of the type of business a leader leads. Whether a for-profit or non-profit, public or private, corporate or small business, the degree to which leaders work on...
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“The needs of the many outweigh...

business-goal-planning How are your recent leadership decisions impacting your business tensions?
...the needs of the few...or the one.”Over the last few months, this dialog between First Officer Spock and Captain Kirk in the 1982 movie, Star Trek II: The Wrath of Khan, keeps popping up based on many of our coaching conversations thus far this year. If you are a fan of the genre, then you know the circumstances behind the brief dialog between these two characters. The reason it keeps coming up is it highlights one of the key challenges all leaders face in a VUCA (Volatile, Uncertain, Complex, Ambiguous) business environment. The challenge of leading through competing performance tensions in the business!While the quote speaks to competing tensions between the many versus the few or the one, the idea of competing performance tensions is not new. What is new is the context in which these tensions reveal themselves as leaders navigate the new reality of today’s business environment. The three...
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