It's natural to want to advance your career and get to the next level of leadership. So what do you do when they hire a new person to take over a position you felt you deserved? Before you pack your bags and head out to look for a new job, consider some of the possible reasons you didn't get that promotion.
As a leader, you have several responsibilities, but none as important as motivating your staff. With inspiration comes happy, productive and efficient team players who are working toward a unified goal: your company’s success.
In late May 2012, I had the opportunity to work with CEO and President, Kevin Nagel, and the staff and management at Keyano College. Using KESA's "Leading Above the Line" process, we reviewed Keyano's Comprehensive Institutional Plan and established their commitment to keeping things above the line. The two day session utilized a variety of activities intended to bring the College staff, faculty and management together to confirm key directions, organizational changes and to build a greater sense of community.
I was supported by Ron Woodward, Head Coach, Clock Builder Consulting. His observation of the strategic planning session was really insightful: "By engaging people in a variety of modes i.e. intellectually, emotionally and physically, they had the opportunity to reflect on how they can be both personally and collectively accountable for the success of Keyano College".
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.
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:
Recently while working with a client at a leadership retreat, where one of the team building exercises was rock climbing in Jasper, Alberta in the Canadian Rockies.
Engaging in important or critical conversations is an important part of leadership. Most of us avoid these conversations, even when we know they can lead to better outcomes. Choosing to remain silent is not the answer. Break the code of silence by purposefully building an approach for your next critical conversation that will give you the confidence you need to successfully navigate through one of the most challenging requirements of your role.
Managing Change is important! Individuals who lack the confidence they need to perform at a high level when major change occurs can become paralyzed, afraid to move forward with confidence.
You know what your team needs: confidence, clarity and focus. These three important elements of your organizational development help employees to understand the organization’s goals and develop the skills to accomplish them.