Too many leaders give their team permission to give feedback, to disagree, or to challenge one another’s ideas. Permission won’t drive action. If you want more healthy conflict on your team, stop giving people permission and start helping them appreciate their obligation.
When we get invited to help a team become high performing, occasionally, there is a team member who doesn’t want to participate in the process. It all starts innocuously; the team leader starts by inviting the person to participate and gets in response, “yes, but too busy right now.” The requests slowly escalate until they […]
I’m on a bit of a roll on the topic of collaboration on teams. This little flurry of posts stemmed from three teams in a row that raised concerns about the lack of shared ownership for each other’s work. In the first post, I focused on the importance of getting input from teammates before […]
After several audience members at my recent speeches have asked about the role of trust on their teams, I decided to dedicate a few posts to the topic. You can read previous posts in the trust series: your trust mindset and increasing your teammates’ trust in you before diving in here. In this post, I […]
I was working with a really great leadership team last week. The team is full of smart, friendly, collaborative individuals who each have the best interest of the business in mind. The opportunity for this team, and maybe for your team, is not to be lulled into a false sense of security by a harmonious […]