Tag Archives: Team Building

99% of misunderstandings are our own fault!

Check what you have thrown, is what you want others to catch and you will eliminate misunderstanding.
Have you ever wondered?
  • Why it is that we have disagreements?
  • Why do we find a perfectly reasonable statement is taken in the wrong way?
  • How your instructions or suggestions are not understood or are totally misinterpreted?

Great communicators do and it can be as simple as not considering how the recipient will actually receive what you have passed onto them.

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The Circles of Knowledge

Knowledge
“True knowledge exists in knowing that you know nothing”
Socrates
A quote of its time clearly but the point. Understanding that you do not have to know everything. Is OK.

Many people at top management level are afraid to admit that they do not know the answer. As a result, they make decisions when they are not in the best position to do so. It follows that many of those decisions create unsuccessful outcomes – as well as frustration for those that did know’and were not asked.

 

Those who profess to know everything will inevitably proceed to do or control everything, frustrating all those around them.

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The Art of Giving Feedback

Some principles for Giving feedback

 

Change
The emotional journey of change

Giving feedback can have both positive and negative results. Here are my thoughts on how to make sure the result is more likely to be positive.

Checklist before proceeding

▪   Be Honest, with care.

▪   Be Specific, concise.

▪   Give examples, especially if the feedback is likely to surprise to the other person.

▪    Focus on things people can change:

▪   Relate to actual behaviour, not personality

▪   Constructive, actionable — make suggestions and offer alternatives — avoid giving       “the answer”

▪   Feedback should be based on observations, not inferences or assumptions.

▪   Don’t make value judgments.  Don’t evaluate.  “You shouldn’t have done that” could encourage defensiveness.

▪   Not too much, balanced, be positive first.  Two or three positive comments and one thing to change is a good balance.  Be genuine, don’t make things up.

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Feel good about being tough

 

You owe it to the good to deal with the bad
You owe it to the good to deal with the bad!

“As CEO You OWE it to the GOOD to GET RID of the BAD, it’s the only way to Facilitate WINNING”

Others may have expressed it differently, I once heard;

“I wanted a happy culture. So I fired all the unhappy people.”

However you want to say it, factual or fluffy, too many companies put up with employees who are cancerous, slowly destroying all the good and ultimately the company.

This is either due to bad leaders not identifying the problem or even worse cowardly weak leaders who are in denial that the problem exists. Either way, by giving you examples of the type and their effect, I want to persuade you to deal with the problem where and when it arises.

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Feel good about being tough

You owe it to the good to deal with the bad
“As CEO You OWE it to the GOOD to GET RID of the BAD, it’s the only way to Facilitate WINNING”

Others may have expressed it differently, I once heard;

“I wanted a happy culture. So I fired all the unhappy people.”

However you want to say it, factual or fluffy, too many companies put up with employees who are cancerous, slowly destroying all the good and ultimately the company.

This is either due to bad leaders not identifying the problem or even worse cowardly weak leaders who are in denial that the problem exists. Either way, by giving you examples of the type and their effect, I want to persuade you to deal with the problem where and when it arises.

Read more

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