Holding others accountable. It’s often easier said than done. One executive says she wants to see more accountability, at all levels, in the company and she can’t understand why deadlines are regularly missed. Another leader tells me he is tired of excuses and the blaming that goes round-and-round. Both think that if they hired more accountable folks, the problem would be solved.
What’s the deal? Are we really recruiting people who seem committed, only to have them lose interest once signed on?
… Read more Increase Accountability
Leaders and I are exploring the topic of impatience this week. One finds himself getting almost belligerent when others slow him down with self-evident (to him) questions. Another hides her impatience (she thinks) while her tone gets brisker, colder and more formal. What makes you impatient, and how useful to the work is your response? Left unnoticed, impatience can quickly turn to outsized anger.
In Full Span Coaching we are interested in putting our insights to work.
… Read more Exploring Impatience at Work
Hint: Being brilliant isn’t enough.
Just knowing how to do something doesn’t mean you can do it. Many brilliant leaders struggle to learn how to embody the traits to which they aspire. Think about the difference between knowing and doing. You can read a book about sailing, sit and watch someone else do it, even practice in a safe harbour – but until you steer the craft safely through a storm you’d hardly call yourself a sailor.
Insight doesn’t equal action.
… Read more 4 Steps to Move from Insight to Action
Many of the leaders I coach are so focused on their work, and the attainment of goals, that they forget to “see” the people delivering the results. Others say they are cold, aloof, uncaring or worse – scary, brutal, a jerk to work with. Yet, typically, it’s a lack of attention to the skills of interpersonal relations that’s the problem. Layer on natural introversion and a desire to stick-to-the-facts, and you can see how some successful business leaders end up with only reluctant followers.
… Read more Here’s how to show empathy
You’re sitting in front of an employee whose negative outlook and constant complaining is making it difficult for others to work with him. Or, a colleague has just sent you a note saying that unfortunately, no one on his team has time to participate in your strategic cross-functional project team. Your boss tells you, with great excitement, that she’s made an unrealistic promise to a significant client, and now she’s depending on you to make it happen.
In all these cases you’re faced with a dilemma: How do you tell the other person your side of the story without alienating them or damaging the relationship – and perhaps your career?
… Read more In Workplace Communications, Being Direct is Kind