Category Listing

Team Development

  • How to Know If You Are a Micromanager

    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.

    Read More...


  • Three Performance Management Blind Spots Leaders Should Avoid

    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.

    Read More...


  • How to Know if Your Team is High Performing

    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.

    Read More...


  • 5 Ways to Be a Better Leader This Year

    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.

    Read More...


  • 4 Behaviors Leaders Often Reward, but Shouldn’t

    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.

    Read More...


  • How to Effectively Delegate to Get the Outcomes You Really Want

    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.

    Read More...


  • Tips for Making the Transition to a New Leadership Role

    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.

    Read More...


  • Succession Planning: Do’s and Don’ts

    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.

    Read More...


  • 4 Things Guaranteed to Make Staff Resist Change

    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.

    Read More...


  • 5 Overlooked Ways to Motivate Your Staff

    Motivation is a complex topic. Because each employee has differing needs and drives, one size doesn’t fit all. Yet, everyone has a handful of basic desires: to make a contribution, to feel part of something meaningful, and to be acknowledged. Sometimes leaders forget to utilize those fundamental principles to create a motivating work environment. Here are some things you can do to energize your workforce.

    Read More...



© 2017 Louellen Essex and Associates
408 Parkers Lake Road #211
Wayzata, Minnesota 55391
Office: 612.867.8291
louellen@louellenessex.com