“Set It And Forget It” is a great motto for a rotisserie oven, not for your culture. Many factors impact a culture, including changes in leadership, company acquisitions, and even day-to-day decisions. It’s up to you and all employees to help maintain the culture you want. This requires you to check on it often. Communication…
Before jumping to improving or maintaining your culture, let’s discuss the specific culture types. Cultures can be defined by two major competing value propositions: Based on those values, an organization will fall within one of the four organizational cultures: So, which culture is right for your organization? To best answer that question, you’ll need to…
Managing your employees and providing feedback is important, but coaching them on how to get there is vital to their success. Schedule a recurring meeting to have open discussion about their personal and professional development. Remember, your responsibility isn’t to directly set a goal for them. Instead, ask clarifying questions and discuss paths they can…
Much like feedback, holding someone accountable to something means there needs to be a clear goal or expectation set. Even CEOs struggle with holding people accountable. So, how do we get better? Consider yourself. Are you holding yourself accountable? If the answer is no, then you’re not setting the right example for your employees. Demonstrate that…
Now that your employees have something to work towards, it’s critical they’re able to assess how they’re doing through feedback. Providing feedback is something many struggle with, but there are principles you can follow to make giving feedback easier: This way the employee understands exactly what they did right or wrong and how the company…
Giving people something to work towards will inspire them to grow. Progressing toward a goal is a strong motivator and opportunities to grow professionally is a top driver for employee engagement. This is why creating career paths for your employees has a direct impact on your business results. Clear career paths can help you motivate employees in…
Each person has their own preferences and drives. Without self-awareness and an awareness of others, a team will never be able to maximize their efforts. Looking at relationships between two people can be a helpful tool for other awareness. Using it, you can look at how to work best with others on the team, or…
As how we work changes, team flexibility becomes paramount. Roles can change from project to project, so it’s important for each member to be able to adapt where needed. As a manager, you should always set clear expectations and goals for the team, but you can use the behavioral drives to determine if you should…
When thinking about high-performing teams, it’s important to first consider how “I,” as an individual, work. Everyone on the team, including team leaders, must have self-awareness of their own behavioral preferences and abilities before they can understand others. Using tools such as the PI Behavioral Assessment™ will allow you to not only understand yourself, but also allow…
Like many things in life, it takes time and practice to improve self-awareness. Having the drive to always improve and grow will lead you in the right direction. The fact that you’re participating right now is a great sign! Keep going; great leaders area always looking for ways to improve. At your next 1:1, ask…
We’ve talked about how awareness impacts your actions. What about your expression? Whether you’re in a 1:1 or team meeting, how you communicate impacts the effectiveness of the message. And this isn’t just about verbal communication. Non-verbal cues are important as well. Ask the following questions on the right to see how self-aware you really…