- Speak your vision
- Listen, listen, listen
- Make effective requests
- Master diagnosing & solving problems
- Hold your employees accountable for producing results
In 1991, President George H. W. Bush had a problem. He was unclear about the power of the “vision thing.” Some say he lost the election to Bill Clinton because he didn’t share his vision. If only he had read Peter Senge’s 1990 book, The Fifth Discipline, he would have learned that, “A shared vision is not an idea. It is rather a force in people’s hearts, a force of impressive power. Few, if any, forces in human affairs are as powerful as shared vision. When people truly share a vision they are connected, bound together by a common aspiration.” Imagine if your company or your team shared a vision. How different would your workplace be?
The famous psychologist Carl Rogers wrote, “Man’s inability to communicate is a result of his failure to listen effectively.” When I teach leadership workshops, one of the exercises is to ask participants to think about the greatest manager they had and to name the characteristics or traits that were outstanding. In hundreds of workshops with over 1,000 leaders, one attribute comes up every time—a good listener.
Don’t you hate it when you make a mistake? You feel stupid and embarrassed. We tend to avoid mistakes at all costs. What if you were to learn that the key to mastery in any field is making mistakes? In a new book, The Talent Code: Greatness Isn’t Born. It’s Grown. Here’s How, Daniel Coyle summarizes the latest brain research on human performance. His conclusion is that we learn through making mistakes, deep practice and having a coach. Download the full article. /Media/PublicationsArticle/Mastering.pdf
One of the most frequent complaints I hear in my work with leaders of organizations is the following: “I am sick and tired of my people not following through.” As managers, we depend on our staff to get things done. Many times when we don’t get what we want, we blame our employees and make them wrong. The problem with blame is that it does not help us become more effective. This article is about what you can do to improve the likelihood of getting the results you desire. The key is to look at our communication skills. We need to make clear requests, and we need to listen for a promise from our employee. When that occurs, you will dramatically increase your effectiveness.
Download the PDF to read more! /Media/PublicationsArticle/Management.pdf