New managers and team leads often revert to carrot and stick thinking when looking for ways to improve performance. Turns out that this old school approach of offering a combination of rewards and punishments to improve performance isn't all that effective.
It's a given that individuals and teams can't be fully dialed up all the time. But what do we do when your high performance team is anything but? This is a real challenge faced by organizations everyday. The biggest problem is members of the team don't always recognize when they've lost their edge. In a recent conversation with one of our clients, we discussed this situation and explored ways in which he, the President of the company, could refocus efforts.
Six months into his VP position, Tim had a big problem. His new manager, Dave, was shutting down: He wasn't returning calls or emails and wasn't making any effort to recruit for a new position on his team. Direct reports had lost confidence in Dave's abilities to lead the team effectively and were becoming increasingly concerned about his emotional well-being.
Complex situations require effective leadership skills, focused group process, a division of tasks, and reaffirmation of what we respect. As organizational development consultants we are often asked how a leader can get the most out of their people.
Collaboration is an essential ingredient for numerous elements of organizational life including: project success, staff engagement, problem solving, innovation to name just a few. There are numerous opportunities for integrating the elements of collaboration into projects, team meetings, strategic planning processes and everyday interactions.
A collaborative culture helps to build an environment where contributions and opinions of others are valued and respects, but more importantly, a collaborative culture taps into the creative and innovative talents of people.
Do you dread annual performance reviews? Leaders typically experience angst because they don't see evidence of the effectiveness of an annual approach to performance management. Here are 6 ways to help you take control of your annual reviews that will lead to effective results: