Michael Kublin, President & CEO explain how to live as a courageous leader through the principles of the 5 Ps.
Want more tools and a greater understanding of the 5Ps?
Salute! Recognizing Audie Murphy, Leader and US Hero
Audie Murphy and Courageous Leadership
Veteran’s Day was November 11th, so it seems to be the perfect time to once again recognize Audie Murphy, one of America’s most noted and decorated soldiers from World War II.
Talk about courageous leadership! Mr. Murphy earned 33 awards and medals from the U.S. Army, as well as 5 decorations from France and Belgium. And, he was only 21 when the war ended!
From all accounts his childhood was not an easy one. He helped raise his 11 siblings and learned about responsibility and accountability at a young age.
His father deserted the family, and his mother passed away while he was still a teen, so he decided to enlist in the military in his mother’s honor at the age of 18.
He fought in nine major campaigns over three years, and his ground tactics and leadership impressed those in command, resulting in his rank of private rising to that of battlefield commission as a second lieutenant.
At the age of 19, he witnessed his best friend get killed in southern France (in Operation Dragoon) by a German soldier pretending to surrender. This resulted in Murphy charging and killing the Germans that had killed his friend; he also commandeered the German’s machine gun and grenades, which earned him the Distinguished Service Cross.
He was considered a hero for his numerous courageous actions, and was awarded three Purple Hearts and one Congressional Medal of Honor, the highest award for bravery that a soldier can receive (the most prestigious of his 33 awards).
After the war, he was honored on the cover of LIFE magazine in the July 16, 1945 issue, and he pursued a variety of careers, most notably that of movie star. His most famous movie was To Hell and Back (1955), which set box office records for Universal, with the record finally broken by Jaws in 1975. (In addition to his 44 film acting career, Murphy was a rancher and businessman, and a songwriter).
Murphy was also was an advocate for returning Vietnam Vets, and heavily campaigned for the government to spend more time and money on the care of veterans. He had suffered from nightmares, anxiety, loss of temper, depression and insomnia, so fully understood the impacts of post traumatic stress, and the need for help.
Audie Murphy’s life ended at the early age of 46 in a plane crash. He was buried with full military honors in Arlington National Cemetery, and reportedly his grave site has more visitors than any other site, with only one exception – that of former President John F. Kennedy.
Saluting all our men, women, and animals that give (and gave) so much to keep us safe!
QwikCoach
PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.
For those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.
If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.
Help turn your leadership knowledge into leadership action!
Did You Know?
Graduates of PeopleTek’s Leadership Journey Earn:
- IT Professionals: 19 priSM CPD credits
- Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
- Project Managers: PMI – up to 37 hours / 3 PSM level points
- Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
Additionally, the Journey is approved for PMI re-certification credits.
Feedback Is For Champions
As the year winds down, there are a few things to do before the year comes to an end. We need to take a checkpoint on the status of our goals and begin to set goals for the new year.
Feedback is the breakfast of champions.
—Ken Blanchard
We also need to assess development planning actions, and one that is not always consistently conducted is the need to provide, and request feedback.
Have you provided feedback to your staff or team members? Has your leader provided you with feedback? Assuming yes, was it constructive and helpful?
The Importance of Formal Feedback
If you’re a leader with direct reports, you need to commit to providing formal feedback monthly, in addition to providing timely feedback as required (Ex: recognition for a job well done, unproductive behaviors, missed deliverables, etc).
How many times have you wanted to provide someone with feedback, but were reluctant to do so for a variety of reasons? What’s your biggest obstacle?
A good way to get started is to remain fact-based and have specific examples that support your point. This removes the emotion, with the examples providing clarity.
It’s Not All About the Giving
Truly great leaders spend as much time collecting and acting upon feedback as they do providing it.
—Alexander Lucia
Feedback must be both given and received. Providing quality feedback is a gift and requires courage; receiving it also takes courage along with the willingness to listen. As leaders, we may be more comfortable giving feedback than receiving it. We all have perceptions as to how our co-workers, direct reports, business partners and customers would evaluate us, but few of us actually solicit feedback on a regular basis. So what can we do?
You can start simple. Ask others these 3 questions:
- What do I do that you like, and want me to continue doing?
- What am I doing that you want me to stop?
- What could I do better?
You may also want to consider using a formal 360 feedback program that provides much greater detail, but the questions above are a great start.
When’s the last time you completed a formal feedback process?
We suggest utilizing a coach to help you understand the candid, honest, and constructive feedback you’ll receive. Determine what you’re especially effective at, find out how you could be even more effective, obtain suggestions on how your behaviors could be enhanced, and update your development plan accordingly.
We view giving feedback as part of our job and have scheduled meetings (one on ones, performance appraisals) that lend themselves to discussing the positive behaviors and accomplishments, as well as the missed goals and opportunities.
Self-improvement takes time, courage, ambition, and the desire to change. Are you ready to take the next step and obtain formal feedback?
QwikTip and QwikCoach
PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.
QwikTip for Becoming a Better Team Member
And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.
If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.
Help turn your leadership knowledge into leadership action!
Did You Know?
Graduates of PeopleTek’s Leadership Journey Earn:
- IT Professionals: 19 priSM CPD credits
- Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
- Project Managers: PMI – up to 37 hours / 3 PSM level points
- Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
Additionally, the Journey is approved for PMI re-certification credits.
Most Powerful Women in Business
Fortune magazine created a “A Most Powerful Women” list (October 6, 2014), which celebrates their successes, and highlights some of the challenges encountered by these transformational leaders.
Alan Murray, Fortune’s Managing Editor says:
It’s no surprise some cynical observers have concluded that the glass ceiling has been replaced by a glass cliff.
Why? Because many of the “most powerful women” are running companies that are in precarious economic situations and could very likely fail. Addressing profits, innovation, and accountability issues will require exceptional leadership skills, and of course, they will need to manage gender biases.
A few of the “Most Powerful Women,” randomly selected:
Indra Nooyi – PepsiCo chairperson and CEO
- Consistently ranked among the top executives in the world, Nooyi has led the world’s second-largest food and beverage enterprise in a time of extraordinary change. She has increased R&D spending 25%, with a focus on innovation to address rising demands for products that are conducive to healthy living.
Mary Barra – General Motors CEO
- The first female chief executive officer in a major automotive company, Barra is considered an outstanding technician, and a well-respected leader. As an engineer, she had responsibility for GM’s 11 worldwide brands for their design, program management, and quality improvement efforts. She is known for her approachability and effectiveness, and for her vision. She must now lead the organization through their vehicle recalls and the need to change their corporate culture.
Denise Young Smith – Head of Human Resources at Apple
- Young Smith champions transparency and communication at Apple, and adds diversity to the leadership team (which is a major fete as most of the 98,000 employees are white males). Some major areas of focus include increasing collaboration, reducing organizational silos, developing talent, and soliciting internal feedback, all fairly foreign to the Apple culture.
Ginni Rometty – IBM Chairman, President, CEO
- Not only is she the first woman to lead IBM, Rometty has been named in the top leaders list for 3 consecutive years, and is also part of the “Most Powerful Women” list. She’s known for developing strategic partnerships, cost reductions, adding comfort to times of uncomfortable change, and that she has the “right leadership style for the job.”
It’s been noted that collaboration, a talent for listening, and a natural ability to manage interpersonal relationships are just a few of the leadership behaviors women bring to the business world. It’s also been said that “women don’t need to imitate men in order to be persuasive and authoritative, they simply need to be authentic.”
Does your organization include strong female leaders as part of its leadership team?
QwikTip and QwikCoach
PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.
QwikTip for dealing with Constant and Challenging Change
And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.
If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.
Help turn your leadership knowledge into leadership action!
Did You Know?
Graduates of PeopleTek’s Leadership Journey Earn:
- IT Professionals: 19 priSM CPD credits
- Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
- Project Managers: PMI – up to 37 hours / 3 PSM level points
- Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
Additionally, the Journey is approved for PMI re-certification credits.
Must Have Traits For Successful Leaders
Like all skills, leadership must be continually honed. As we’ve stated before, what got you to where you are today will not allow you to continue to thrive and be impactful “tomorrow.”
Think in terms of the bottom line. Much is required of leaders.
Strong leaders:
- Lead through and drive change
- Reduce costs
- Improve timeliness
- Deliver with 100% quality
- Have strong relationships
- Know they can’t do “it” alone
10 Must Have Traits For Successful Leaders
Authors Dan Roberts and Brian Watson identified the following common traits found in successful leaders:
- Leaders take risks and are not afraid to pitch big ideas
- Leaders have the confidence to step up and resolve issues
- Leaders value people and understand the value their people bring to their organization
- Leaders make tough decisions
- Leaders are results-oriented and measure progress
- Leaders are innovators and strategists; they anticipate the future and lead through change to move their business forward (instead of becoming obsolete)
- Leaders are transformational, have a vision, and motivate their teams
- Leaders are self-aware; they learn from past successes as well as failures
- Leaders network and leverage their professional networks to share experiences for continued learning
And we’ll add another:
10. Leaders Are Authentic
This includes being trusted, displaying high levels of integrity, and following through on commitments. Matter of fact, we’ll venture to say if you are authentic, success is much more like to become a reality!
Would others consider you to be authentic?
QwikTip and QwikCoach
PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.
QwikTip for Being a Better Leader
And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.
If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.
Help turn your leadership knowledge into leadership action!
Did You Know?
Graduates of PeopleTek’s Leadership Journey Earn:
- IT Professionals: 19 priSM CPD credits
- Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
- Project Managers: PMI – up to 37 hours / 3 PSM level points
- Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
Additionally, the Journey is approved for PMI re-certification credits.
Listen, Engage, and Prosper
Many leaders are faced with the exciting challenge of starting a new organization or leading a new team or project.
Some leaders are properly prepared to “show up,” make a great first impression, and know how to best engage their teams. Others not so much…
Coming together is a beginning. Keeping together is progress. Working together is success.
–Henry Ford
We suggest investigating the current “as is” situation and try to avoid having preconceived notions. You may have new direct reports, you may be the boss, but that does not mean you’re fully “in the know.”
How familiar are you with the new organization? Are they competent and thriving? Do they possess strong leadership skills, abilities, and talents? Are they meeting departmental goals? Even if you heard “no” to any of these questions, check it out for yourself.
Get to Know Your Team and Organization
A great way to begin is to ask key questions and get to know your team you’re leading on an individual level.
Listen and Engage
Start with the “people” side–learn a bit about each person. Then ask some thought-provoking business questions such as:
- What are the biggest challenges you see facing the organization right now? Are there any you think may be an issue down the road?
- Why do you believe these challenges are being faced?
- What is the most proactive thing we can do for innovation and growth?
- Do you have the tools, skills, and resources to obtain and grow results?
- What are the needs required to achieve success?
- If you were me, what would you do to lead this organization forward?
Simply gather the data; don’t criticize or minimize anything you’ve been told.
Listen, and show that each individual is being heard.
Prosper
Next, consolidate the responses into common threads and trends. You can then present these back to the team members that participated and determine next steps.
This exercise can provide you with invaluable data on how your team is thinking, identify resources necessary to succeed, and decide how to best achieve your vision, mission, and goals.
Invest in the time to know your team. Listen to them, engage them, and prosper!
Alone we can do so little; together we can do so much.
–Helen Keller
QwikTip and QwikCoach
PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.
Check out this informative video of Mike Kublin and Dr. Rebecca Staton-Reinstein of Advantage Leadership discussing the importance of cooperation.
https://youtu.be/SLKqidYhAf4
And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.
If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.
Help turn your leadership knowledge into leadership action!
Did You Know?
Graduates of PeopleTek’s Leadership Journey Earn:
- IT Professionals: 19 priSM CPD credits
- Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
- Project Managers: PMI – up to 37 hours / 3 PSM level points
- Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
Additionally, the Journey is approved for PMI re-certification credits.
Invest in Your People
Have you seen the below posted in social media sites?
The CFO asks:
- What if we invest in our people, and they leave?
To which the CEO responds:
- What if we don’t, and they stay?
How do you interpret this?
We believe that a job needs to be a good fit for the person seeking it, and equally important is that the person be a good fit for the job.
When do you invest in someone? Why?
As we begin year end processing, does action need to be taken against development plans?
How about getting a jump start on 2015?
An investment to increase awareness levels, confidence, and competency levels of members of your organization will serve you well, and PeopleTek can help.
We’re currently accepting applications for our Leadership Journey programs.
Enroll Today for our upcoming events!
Who would you like to help grow professionally?
Read what Journey Graduates have said!
To Develop or to Train?
As a leader, would you provide training for your staff, or do you develop them through coaching (either via group or one-on-one programs), through mentorships, and by providing timely and meaningful feedback?
If what you desire is a robotic, static thinker – train them. If you’re seeking innovative, critical thinkers – develop them.
–Mike Myatt
Differentiators Between Training and Development
Mike Myatt provides 20 of these. We’ve picked a few to highlight, and have provided commentary.
Development focuses on people – Training focuses on technique/content/curriculum.
- “People” skills are frequently down-played. While each person requires their own individual development plan, which may include technical training, it’s essential that soft skill development be included. Think in terms of what would help them grow as a leader? How could your organization’s value improve?
Development tests courage – Training tests patience.
- We’re so passionate about this that we even wrote a book “12 Steps For Courageous Leadership.”
Development focuses on the future – Training focuses on the present.
- Where are you now, and where do you want to be? What steps are required for the transformation to occur? How can comfort zones be expanded?
Development focuses on maximizing potential — Training adheres to standards.
- Building bench-strength, grooming successors, and increasing levels of influence is what allows organizations (and individuals) to grow and thrive.
Development catalyzes innovation – Training maintains the status quo.
- Encourage healthy conflict (difference of opinions/new ways of looking at situations and taking action against goals).
Development enriches culture – Training stifles culture.
- Ideally your team culture will be enriched with a blend of focus on accuracy, stability, support, collaboration, enthusiasm, action, challenge and results.
Development is infinite – Training is finite.
- Or as we like to say “Leadership is a process, not an event!”
Are your leaders being trained or developed? What are you doing for personal development?
QwikCoach
PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.
For those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.
If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.
Help turn your leadership knowledge into leadership action!
Did You Know?
Graduates of PeopleTek’s Leadership Journey Earn:
- IT Professionals: 19 priSM CPD credits
- Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
- Project Managers: PMI – up to 37 hours / 3 PSM level points
- Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
Additionally, the Journey is approved for PMI re-certification credits.
The Art of Humor
Did you know that the most effective and successful leaders use humor to increase productivity, build relationships, and improve results?
Humor, when properly used, will positively influence those around you, promote a sense of comfort and confidence, and reduce tension in individuals and teams.
A sense of humor is part of the art of leadership, of getting along with people, of getting things done.
–Dwight D. Eisenhower
Numerous studies have been conducted and have found:
- Humor is a powerful form of persuasion
- Humor promotes teamwork and camaraderie
- Humor stimulates creativity
- Humor improves lines of communication
Humor is linked with our emotional intelligence competencies.
Daniel Goleman,(EQ author/expert) says:
Research on humor at work reveals that a well-timed joke or playful laughter can stimulate creativity, open lines of communication, enhance a sense of connection and trust, and, of course make work more fun.
Bryan Lattimore states that humor can be used as:
- A way to break the ice in stiff or uncomfortable business situations
- An effective bonding technique – a wonderful way to build common ground with other employees
- A way to break down resistance
- A much needed way to improve the content, enjoyment, and ultimately the productivity of meetings
- A way to assign work when people can’t take any more
- A wonderful way to ease and control tension
Like any leadership behavior, the use of humor requires skill. For some, using humor is a natural talent, for others it’s awkward. Tip: Avoid humor that is sexist, ethnic, political or religious since this is usually at someone’s expense, and is likely to be disruptive and ill received.
Don’t be afraid to step out of your comfort zone and give humor a try! Consider all the benefits provided by humor and ask yourself “am I effectively leveraging it?
Here’s a Wealth of Information
Each week we partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.
Last week’s tip focused on Passion and Energy.
Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.
Help turn your leadership knowledge into leadership action!
Did You Know?
Graduates of PeopleTek’s Leadership Journey Earn:
- IT Professionals: 19 priSM CPD credits
- Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
- Project Managers: PMI – up to 37 hours / 3 PSM level points
- Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
Additionally, the Journey is approved for PMI re-certification credits.
Transformation – A Process, Not an Event
Transformation is a process, not an event. Why? Because it happens over time, and it is ongoing. We always have the need to improve quality, enhance customer/client relationships, do more with less, cut costs, and continually develop skill sets.
Think back three years – How have you changed? How has your place of employment changed? How has the marketplace (and your competitors) changed?
The task of the leader is to get his people from where they are to where they have not been.
–Henry Kissinger
Great leaders motivate individuals and teams to envision the future and blaze a path to achieve it. They establish goals, understand and appreciate differences, and exhibit the behaviors required for success.
They also recognize the need to move towards transformational leadership. A good start is to answer the following questions.
Begin Your Transformation
Getting started:
- What business are you in?
- Who are your customers?
- What services do you or could you provide?
- What do you want to be known for?
- What strategic alliances would facilitate growth?
- Where do you want to take yourself or your team in the next 3-5 years?
You don’t have to be great to get started, but you have to get started to be great.
–Les Brown
Next, rate which of these concerns are highest for your organization:
- We are equally concerned about long term planning and day to day problems and annoyances.
- We invest in new technology, processes, training, and tools rather than save the budget for the future.
- We have clearly defined and documented vision, mission, goals and roles.
- We hold ourselves and others accountable to high-performance standards.
- We facilitate teamwork and develop a trusting atmosphere in our organization.
- We are not afraid of conflict and deal with difficult conversations with customers, staff, and peers rather than avoiding the situation.
- We foster the culture to be a learning organization that admits mistakes freely.
- We train and reward our staff based on meeting the vision, mission, and goals of our organization, and for driving business innovation and profitable outcome.
Which caused additional time for reflection? Were there any that jumped out as a “need to address”?
Strong and healthy teams have trust as its foundation. When trust is lacking, transformation becomes more difficult.
Are you and your business well-positioned to lead the transformation process?
QwikTips and QwikCoach
Each week we partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.
Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.
Help turn your leadership knowledge into leadership action!
5 Common Leadership Mistakes
We all want to be strong leaders and be error free, but we all make mistakes.
Here are Five Common Mistakes Leaders Make
- Absence of a clearly defined vision
- Bill was a group leader and thought his team was aware of departmental goals, objectives, strategies and the overall vision. The truth was, they were not.
- Suggestion: Take time to clarify and document the team’s vision, get others involved in understanding and refining it, and link all key processes to it. (This includes your hiring strategy)
- Minimal communication
- Many leaders only hold meetings and share information on an “as needed” basis. The lack of interaction and regularly conducted meetings can cause the team to lose focus and prevents the opportunity for team members to build synergy and trust.
- Suggestion: Keep in touch; make yourself available, schedule both team and skip level meetings on a regular basis, and refine the agenda as needed. Don’t do all the talking; engage the team and let them share their thoughts, accomplishments, and obstacles. Don’t forget about reinforcing your vision and the status of goal attainment.
- Failing to hold others accountable
- It’s not uncommon for leaders to NOT reach out and provide meaningful feedback about what went well, and what did not. This inhibits growth, suppresses results, and can cause frustration and confusion.
- Suggestion: Determine the quality and quantity of work and behaviors you desire in order to achieve your vision. Hold everyone accountable for supporting the vision and provide timely, specific, and meaningful feedback when deviations occur. (And don’t wait until your annual or semi-annual assessment to address gaps!).
- Failing to recognize good performance
- Many leaders feel everything is part of their staff’s job. This can leave team members questioning what it takes to go “above and beyond”; they want to be recognized for their effort and accomplishments!
- Suggestion: Take the time to look for things that are special and point them out. During your team meetings have the team recognize peer contributions; you’ll be surprised what you may hear. This can be inspiring and a simple “thank-you” can go a long way.
- Over managing
- Most individuals are ready, willing, and able to do their job, and they want to excel. They are not afraid of taking a risk and don’t need to be over-managed. Over-managing causes the loss of feeling empowered and is a huge de-motivator.
- Suggestion: Validate that the required skill sets exist, share your expectations, and let your staff “run with it”.
We all make mistakes! The key is to recognize them, own them, learn from them, and move on!
Here’s a Wealth of Information
Each week we partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.
Last week’s tip focused on 5 Behaviors Of A Team.
Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.
Help turn your leadership knowledge into leadership action!
5 Behaviors of Successful Teams
As we shared last week, to be a successful leader, there can be no lapses when it comes to trust and integrity. This also holds true for highly effective teams.
Without trust as the foundation, team members will struggle to efficiently work together, with an inability to thrive and become the productive, high-functioning team they desire to be.
Differences need to be understood, valued, and leveraged; and, using the “magic dust” (personalities, preferences, and behaviors) of each team member will result in huge pay offs (for both the individual and the organization).
Remember, teamwork begins by building trust…
–Patrick Lencioni
Lencioni, author of Five Dysfunctions Of A Team, has partnered with Wiley publishing (the creator of DiSC leadership tools/assessments), to create a program that strengthens intact teams and work groups.
Many of you are familiar with the DiSC tools (dominance, influence, steadiness, conscientiousness), where preferences are explored and the value and limitations of each style shared.
5 Behaviors Team’s Need to Gain a Competitive Advantage
- Trust one another. When team members are genuinely transparent and honest with one another, they are able to build vulnerability-based trust.
- Engage in conflict. When there is trust, team members are able to engage in unfiltered, constructive debate of ideas.
- Commit to decisions. When team members are able to offer opinions and debate ideas, they will be more likely to commit to decisions.
- Hold one another accountable. When everyone is committed to a clear plan of action, they will be more willing to hold one another accountable.
- Focus on achieving collective results. The ultimate goal of building greater trust, conflict, commitment, and accountability is one thing: the achievement of results.
Let PeopleTek help your team grow!
Would you benefit from:
- A summary of your team’s strengths and challenges
- Tips and suggestions unique for your team
- An action plan based on the results of your team
Now’s the time to take your team to a higher level!
Here’s a Wealth of Information
Each week we partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.
Last week’s tip focused on Trust and Integrity
Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.
Help turn your leadership knowledge into leadership action!