Imagine 2 Organizations…
The first is led by a leadership team whose members:
- Are open with one another
- Passionately debate important issues
- Commit to clear decisions even if they initially disagree
- Call each other out when their behaviors or performance needs correction
- Focus their attention on the collective good of the organization
The second is led by a leadership team whose members:
- Are guarded and less than honest with one another
- Hold back during difficult conversations
- Feign commitment
- Hesitate to call one another on unproductive behaviors
- Pursue their own agenda rather than those of the greater organization
What steps have you taken to build a higher performing organization where you work?
I had an opportunity today to coach and train a young middle management team at one of my Fortune 100 clients. It inspired me to ask myself, what are the qualities that leaders need to demonstrate to be a winner?
The topic was helping them develop strong and effective meeting facilitation skills and getting groups to make a decision. They came in a bit resistant, but within minutes I could see enthusiasm, desire and willingness to not only absorb the material but to connect with it, apply it and see new possibilities for introducing the skills and concepts into their organization.
I was in the company, all day, with “A Players”.
I can’t over emphasize the importance hiring and retaining A players in your organization. To do this, you must focus on finding talented people who are not only smart and capable but demonstrate the values of leading, commitment, making a difference and of learning. For me, that creates a winner.
I’m amazed at how critical meetings and the simplest elements for group communication continues to stymie the organizations that I work with.
I recently spent a day with a client’s leadership team. The following day, we added the next level of management below them to the meeting.
Initially the CEO asked me, “can you bring in the middle managers and facilitate a meaningful conversation among us? There are half a dozen issues on which we’re not aligned, where we have conflict, and where we don’t communicate”.
We ended having an effective day, had a number of good conversations and solved several key issues.
In doing so, we identified the 5 things that an organization must do to be more effective:
- Leaders must become strong facilitators.
- A Leader must create a thoughtful agenda that includes critical conversations with outcomes.
- Teams must gain an appreciation for conflict and passionate debate.
- Team members must develop trust and be authentic with each other.
- Discussions need to come to a close with problems solved and decisions supported by all.
Leaders and organizations can and must learn how to do these things in order to scale and achieve outstanding results.