The Four Elements of An Effective Team

It’s my personal favorite time of year – March Madness!  I love tournament time and always look forward to watching my favorite players.  While there are great individual players in college ball, they win as a team and I love watching the great teamwork that prevails in college basketball.  Great teamwork is what sets apart the winners. The old acronym for TEAM is T- Together E- Everyone A- Achieves M- More While I agree with the sentiment – it is only true if the team learns to work together. I have been part of teams in business, sports, community efforts as well as church and service projects. Some have been effective and some haven’t. So what makes a team effective? There are Four Elements of An Effective Team. It is the acronym GRIP – (Too many acronyms – I know Grip stands for: G- Goals R- Roles I- Interpersonal Relationships
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The Key To Growth, Change and Achieving Your Goals

An MIT psychologist named Kurt Lewin is often called the father of social psychology. It was his research that resulted in Force Field Analysis, a formula that explains why people – and businesses – either stay in the same place or move in a new direction. He postulated that, “An issue is held in balance by the interaction of two opposing sets of forces – those seeking to promote change and those attempting to maintain the status quo.” In other words, if the driving forces and the restraining forces are equal, it’s like pushing the brake and the gas pedal at the same time. The vehicle isn’t going anywhere. Only when the power to move outweighs the power to remain stationary does progress happen. The simplicity of the analytic lends itself to an easy-to- understand diagram. In the drawing below, the goal is in the middle, flanked on one side
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5 Mistakes That Will Kill Your Culture – Week 5

  Your culture will be your catalyst to outperform the competition and provide the type of service that creates loyalty. It’s what takes you from success to significance in the eyes of your customers.  For the past four weeks, we have been taking a look at the five mistakes that will kill your culture and today we will discuss the fifth and final mistake that will certainly kill your culture – Not Investing in Your Culture.  To review, the five mistakes are: Hire For the Wrong Reasons Focus on Tasks and Not Purpose Preach Values That You Don’t Live Incentivize the Wrong Activities Not Investing in Your Culture To read the previous posts – click here. In an interview with Jim Crystal, the CEO of Revelry Agency, a PR and online digital presence company, he said he sees too many leaders now that think get-togethers, retreats, and any other activities
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5 Mistakes That Will Kill Your Culture – Week 4

  Your culture will be your catalyst to outperform the competition and provide the type of service that creates loyalty. It’s what takes you from success to significance in the eyes of your customers.  This week we are continuing to break down the 5 Mistakes That Will Kill Your Culture. They are: Hire For the Wrong Reasons Focus on Tasks and Not Purpose Preach Values That You Don’t Live Incentivize the Wrong Activities Not Investing in Your Culture Last week we took a deeper look at the mistake of preaching values that you don’t live – click to see last weeks post – this week we will look at another culture killer – Incentivizing the wrong activities. It’s not only what leaders preach and what they live, but we also need to think about what we incentivize. What type of behaviors and what type of focus do our promotions, our
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5 Mistakes That Will Kill Your Culture – Week 3

Your culture will be your catalyst to outperform the competition and provide the type of service that creates loyalty. It’s what takes you from success to significance in the eyes of your customers.  This week we are continuing to break down the 5 Mistakes That Will Kill Your Culture. They are: Hire For the Wrong Reasons Focus on Tasks and Not Purpose Preach Values That You Don’t Live Incentivize the Wrong Activities Not Investing in Your Culture Last week we took a deeper look at the mistake of focusing on the tasks and not purpose – click to see last weeks post – this week we will look at another culture killer – preaching values that you don’t live. As important as it is for leaders to preach the values and beliefs of the group, it is paramount that they live those values and beliefs themselves. One of the fastest
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5 Mistakes That Will Kill Your Culture – Week 2

Your culture will be your catalyst to outperform the competition and provide the type of service that creates loyalty. It’s what takes you from success to significance in the eyes of your customers. This week we are continuing to break down the 5 Mistakes That Will Kill Your Culture. They are: Hire For the Wrong Reasons Focus on Tasks and Not Purpose Preach Values That You Don’t Live Incentivize the Wrong Activities Not Investing in Your Culture Last week we discussed hiring for the wrong reason – click here to catch up – This week we will be delving into the second mistake – Focus on Tasks and Not Purpose. The object of this is to teach the leadership approach that creates commitment from your people. Nothing more, nothing less. Committed people get more done, do it better and make a bigger impact. People aren’t committed to jobs or companies,
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5 Mistakes That Will Kill Your Culture

Your culture will be your catalyst to outperform the competition and provide the type of service that creates loyalty. It’s what takes you from success to significance in the eyes of your customers. The old adage said that leadership is what drove business, but in today’s world, culture drives business. As the leader, your job is to embody, encourage and inspire the culture of your organization. Culture has become the hot word in business today. A lot has been written on the subject, with many examples of who has gotten it right. As I have studied the culture of hundreds of organizations, I have found that successful cultures are often very different from each other. They value and believe different things and yet each is finding success. So instead of giving you the formula for building the perfect culture (because I am not sure there is a universal formula) I
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Those Who Tell The Stories – Rule The World

This week I had a chance to train the Wounded Warriors Project Speakers. What incredibly brave soldiers with amazing stories. I was reminded once again of the power a story has to emotionally impact those who hear it. Stories are a great way to make a connection. People love stories. People relate to stories. Stories are engaging, not only intellectually but also emotionally. When we hear a good story we automatically make a connection with the storyteller. As leaders we need to learn to tell a good story. In my book, “The Power of Storytelling” I break down the science and the art of telling a great story. For this post, let me synthesize that down to a couple of key points: One: Don’t talk too much. I was recently interviewed by a business magazine about storytelling and leadership. One of the great questions they asked is what is the number one mistake leaders
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Parents & Leaders Do 3 Things

I have four little kids. 9,7,5 & 2. For my career I speak to companies & write books on leadership. The more I think about it – they are same thing. Parents & Leaders do three things. Parents help their kids feel: 1. Safe 2. Loved 3. Empowered to reach their potential Leaders help their people feel: 1. Safe 2. Loved 3. Empowered to reach their potential That’s easier said than done but at its core that is it. To help your people feel safe they need to feel important, heard, understood & a part. To feel loved they need to feel like you (their leader) care about them. That you know them. That you think about them. That you listen to them. To feel empowered they need to be taught & trained. They need to be given the opportunity to stretch & to grow – to fail & to
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Your Leadership Creates Your Results

I believe we choose the level of influence we have with our people based on the approach to leadership we choose to take. In my observation there are three distinct approaches to leadership and each derives a different result.   Pretentious Leaders create contempt. Pretentious leaders are driven by ego. Their focus is not on their people; it’s on them. They choose style over function. When a leader is conceited, fake, disinterested or abrasive, they create feelings of resentment with their people. The lack of respect erodes trust and invites desires to undermine the leader’s authority. It’s easy to blame problems on your people and even to fire people who seem to be a thorn in your side, but those fixes are never more than temporary. I want to be clear that pretentious leadership creates contempt.   Positional Leaders create compliance. When leaders rely on position or authority they are
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