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Posts Tagged ‘coaching

01
Jul

I hear people talk about change in organizations as if it’s something new. That’s total crap. Change has been around for as long as business has. But I do think it’s fair to say that something’s different now. Change has changed. It’s more frequent, more complex, and more iterative. There are multiple changes going on […]

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09
Oct

A couple of years ago, Craig and I were at an industry event and heard Dr. Jamie Gruman talk about Feedforward Interviewing, a technique developed by Avraham Kluger and Dina Nir. Craig read up on the research and encouraged me to look into it as a tool we could teach to our clients. Although the […]

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27
Nov

The tendency to micro-manage can start in response to someone’s dereliction of duty deep in the organization or it can start at the top with an unhealthy need for control. Regardless of where it starts, micro-management becomes a vicious cycle that quickly reduces the value of everyone involved. I heard a great story that exemplified […]

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06
Apr

In the previous post, I responded to an email from Susan about the perils of double standards and team leaders who play favorites. To be fair, there are a few legitimate reasons to have favorites, but when those biases affect the opportunities, coaching, feedback, or rewards that you provide, they can play into a dangerous […]

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27
Jan

I’m constantly pushing leadership teams to get out of the weeds and to add value at an appropriate level. (See my previous post for how to tell if you’re in the weeds.) They are continually pushing back with a collection of excuses for why it’s not possible. Paramount among these reasons is that the layer […]

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11
Feb

  I sat in my boss’ office (in a past life) for the fourth consecutive monthly one-on-one where we didn’t talk about me, but instead talked exclusively about the poor performer on the team. To say I was getting bitter would be an understatement. I was young and inexperienced, but consensus was that I had […]

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14
May

Positive feedback is rare and precious and you need to make sure you treat it as such. It’s rare because we tend to take good behavior for granted. There are many “no news is good news” leaders out there. Energy gets directed into fixing bad behaviour rather than into reinforcing good behaviour. Favorable feedback is […]

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