Trust

Managing and Keeping Friends

In theory, hiring a friend onto your team should be a great idea. You know them. You already trust them. You have mutual respect. Why wouldn’t it work?

The reality is that transitioning a peer-to-peer friendship to a manager-subordinate relationship rarely goes smoothly. Why? Because people don’t create new contracts upfront.
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It’s time to tell your story

In every human culture, stories are used to pass down knowledge, history and wisdom. They are used to entertain, inspire and motivate. And they are used to connect people through recognizably similar experiences.

So why don’t more leaders share personal stories?

  1. Sharing personal stories will make me vulnerable (like that’s a bad thing).
  2. People only need facts and data to do their jobs, I don’t have time to tell people stories.
  3. People aren’t going be interested in my stories.

If you are holding back from sharing stories for any of those reasons, here’s why you need to get over them. Continue reading…

Are you an invisible leader?

I’ve said before that part of being a great leader is that you let people do their jobs.

But some managers of managers and CEOs become so hands off they become invisible. Manage your people well and let them manage their people. But don’t step so far back that their people (or their people’s people) don’t know who you are or what you look like. Continue reading…

Get comfortable with being uncomfortable

The title for this article is also the new tag line for my company. It came out of an “ah ha” moment that a lot of managers have.

In management, you are always moving, stretching, balancing and rebalancing – it is pretty rare that anyone feels totally comfortable because nothing stays still for very long.

3 reasons you need to get comfortable with being uncomfortable

  1. Change is constant. And change makes everyone of us more or less uncomfortable.I’m coaching a new VP who confided in me, “This is a really hard job! I feel like I never have things under control.” In her pre-management role, she was able to get things set up and let them operate on cruise control. That just doesn’t happen in management. Continue reading…

Workshop: Overcome the Five Dysfunctions of a Team

A lot of people have read Patrick Lencioni’s classic, The 5 Dysfunctions of a Team.

You know the model. But the power to change requires people taking action.

5 dysfunctions of a teamIn this program, Chris teaches the foundational 5 Dysfunctions of a Team model. He then applies it to the real dynamics of the of the people in the room. You aren’t learning theory here. You jump some very real hurdles and everyone stretches themselves to take the team to the next level.

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Build from trust

I’m a big fan of Patrick Lencioni’s book The 5 Dysfunctions of a Team. Its dysfuctions model is very strong. At the base level, team dysfunction comes  down to trust. “And when it comes to teams,” says Lencioni, “trust is all about vulnerability.”

It’s kind of obvious right? Logic says:

Trust is the foundation of all healthy relationships. Your team needs to have a good working relationship to work effectively. They can’t do that if they can’t trust each other. Simple. Continue reading…