Posted by Louellen Essex on February 07, 2018 in Communication, Leadership, Team Development
Team leadership requires keen self-awareness of the impact of your behavior on a team’s performance. Often leaders inadvertently stunt the growth of their teams by exhibiting meeting behavior that is ineffective and even harmful. Here are some signs that your approach might be suboptimal.
Posted by Louellen Essex on May 09, 2017 in Leadership, Performance Management, Team Development
Micromanagement is excessive oversight of an employee’s work. When a manager hovers, it causes the employee to feel mistrusted to competently do the work assigned. It can tear down motivation since having autonomy is highly valued by most employees. Below are listed the telltale signs of micromanagement. Identify those that you frequently display to determine if you are slipping into this potentially destructive behavior pattern.
Posted by Louellen Essex on January 24, 2017 in Leadership, Managing Difficult Situations, Performance Management, Team Development
Managing staff member performance is challenging at best. Individuals come to work with a variety of skills, attitudes, and experiences that require leaders to be adept at adapting to varying needs by using customized approaches. One size does not fit all. Because performance management is complex and time consuming, it is easy for leaders to be blindsided by engaging in practices that won’t work or may even make things worse. Watch out for these attitudes and behaviors that most likely will back fire.
Posted by Louellen Essex on February 25, 2016 in Communication, Team Development
Not all teams achieve the elite status of being called high performing. Most are adequate, accomplishing what they need to do in order to complete a collaborative task. Few, however, become a fine-tuned machine, capable of pushing their limits and achieving beyond expectations. Here are the characteristics of truly high performing teams.
Posted by Louellen Essex on January 07, 2016 in Team Development
A new year presents an opportunity to fine-tune your leadership skills with new ideas or to refresh what you already know that may have gone dormant. Think about what you did well in 2015 and how you could have been even more effective. Here are some ways you can significantly improve your approach, making for a happier you and a more satisfied workforce.
Posted by Louellen Essex on October 02, 2015 in Performance Management, Team Development
Are you mindful of what you are reinforcing when you reward staff behavior? Are you sure it is really what you want to reinforce? Remember this important principle: People tend to do more of the behaviors for which they are rewarded. Don’t find yourself inadvertently incenting your staff to utilize the following problematic behaviors.
Posted by Louellen Essex on August 09, 2015 in Communication, Performance Management, Team Development
To do it right, delegating should be done intentionally and thoughtfully. Randomly handing out assignments does not make for good results or happy staff members! Good delegation is at the heart of empowerment and requires giving away, not only work assignments, but also authority to make decisions. Poor delegation practice is at the core of micromanagement. Use these guidelines to develop an approach that produces great outcomes while motivating and developing staff skills.
Posted by Louellen Essex on July 10, 2015 in Change Management, Communication, Team Development
Whether you move to a new organization or transit within your current place of work, the approach you use to begin a new leadership role can help or hinder your success. To staff members, a new leader is the source of hope as well as fear. Will you bring new insight and needed change? Or, will valued practices and relationships be damaged or destroyed? Make sure you send the right signals that calm staff anxiety and focus on building an effective collaboration that leads to a productive work environment. Here’s how.
Posted by Louellen Essex on June 09, 2015 in Performance Management, Team Development
What happens if you or other key players in your organization leave? Better job offers, retirements, extended illness, or unanticipated death can cause undue chaos if succession plans are not in place. Yet, many organizations fail to create them, at great expense to their business outcomes and the staff who struggle to fill the gaps. Consider, when developing succession plans, not only leadership positions, but also other roles that are integral to the organization’s success. Use the following guidelines to make sure you have the talent in place to keep your organization vital, whatever the future may bring.
Posted by Louellen Essex on April 03, 2015 in Change Management, Communication, Team Development
Change is continual in most of today’s organizations. Some change may be met with applause, especially when bringing desired benefits. But, often the upshot is significant resistance. Most staff resist when they perceive they are losing something to which they are attached: i.e., relationships, status, physical surroundings, work processes, technology. But the blow is worsened when those initiating the change make these critical mistakes, reducing their credibility and trust.