Leadership is often challenging and rewarding

Still many leaders want:

Relief from Constant Turnover and Unengaged Employees

To Avoid Wasted Efforts and Costly Misunderstandings

Relief From So Much day-to-day Whining, Crying, Sniveling

To End the Fear of Giving Feedback that Alienates your Employees

We help leaders particularly healthcare leaders develop effective leadership skills in four areas.

Click below to learn how we might help you or your leaders.

Engage and Develop

You may love the people side of Leadership or view it as “management drudgery”. In either case, what you really want is to engage the people around you quickly and easily to reach your objectives.

Take a few moments to ponder and rate the following questions.

On a scale of 1 to 5, 1 is Low or Negative and 5 is High or Positive.

[    ]  1. What is your comfort level with talking one-on-one with your direct reports about their performance?

[    ]  2. What is your team’s level of performance when you are not there?

[    ]  3. Does it feel like you and your team are focused on the stuff that really matters?

[    ]  4. Do you feel confident getting (and keeping) people excited and engaged?

[    ]  5. Do you feel you have a solid sense of control and clarity?

[    ]  6. Are people able to quickly solve their own problems instead of needing you so much?

Score ______

If your scores are less than 15 engagement and talent development may be a problem for you.

If everyone agrees that employee development requires much more than an annual employee performance review, why are performance appraisals the only method managers use to develop their employees’ performance? Click Here to Continue.

 

Team Selection

Great teams don’t just happen.

Take a few moments to ponder and rate the following questions.

On a scale of 1 to 5, 1 is Low or Negative and 5 is High or Positive.

[    ]  1. What is your comfort level with hiring great people?

[    ]  2. I know exactly what questions I need to ask for each position I hire for.

[    ]  3. Do all the candidates I hire turnout to be as good as I thought they would be?

[    ]  4. Are my team members as productive and effective as needed?

[    ]  5. Do my team members seem to be as motivated and engaged as I need?

[    ]  6. Do I get a complete picture of the “Attitudes” candidates will bring?

Score ______

If your scores are less than 18 you and your team may need to reassess your selection process.

Early in my career I learned two very important lessons:

First: The best way to build a great team is to hire the right people in the first place and

Second: Bad Employees and Leaders Cost you time, money and frustration.

Knowing how to conduct an interview is so important, yet what most leaders don’t realize is that the most effective hiring processes are counter intuitive. Click Here to Continue.

Harness Conflict

Is your organization laden with conflict or conflict adverse. Healthy organizations and effective leaders and know how to harness conflict to build engagement and get better results.

Take a few moments to ponder and rate the following questions.

On a scale of 1 to 5, 1 is Low or Negative and 5 is High or Positive.

[    ]  1. What is your comfort level with conflict?

[    ]  2. What is your team’s level of comfort with conflict?

[    ]  3. Does it feel like the issues in meetings are fully explored or are opinions and facts left out?

[    ]  4. Do my team members confront each other when performance is not what it should be?

[    ]  5. Do my team members look for feedback from others in meetings – even those with whom they disagree?

[    ] 6. Are people comfortable pushing back at me when they think I am wrong?

Score ______

If your scores are less than 18 you and your team may be Conflict Adverse or Highly Combative.

Click Here to Continue.

Self-Awareness

Ever notice that no matter how smart people think they are, everyone except us is prone to serious errors in thinking?  Each of us thinks we see the world exactly the way it is.

Even more shocking is that we think everyone else perceives it the same way.

If we happen to come across someone who disagrees with our worldview, it’s because they’ve not been exposed to the relevant facts or they are blinded by their own interests, ideologies, and biases.

Studies have revealed a phenomenon called “Naive Realism” that impacts each of us and limits an individual’s openness to the perceptions of others and also our willingness to change our positions.

It also limits our ability to see the blind spots we all have about ourselves.

The problem is Naive Realism can be a big obstacle to self-awareness, one of the key aspects of Emotional Intelligence, and way too many leaders lack self-awareness. Click Here to Continue

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