TrustBUSTER #8 is about creating more joy in our workplace as leaders. A slow recovery means that the place from which we lead will not only sustain us, but provide energy for our organizations. There are also some very simple things that we can do as leaders to share and build that joy in others.
This explores TrustBUSTER™ #7, which is valuing individual success over team goals. This is an issue largely for people who see focus first on getting the work done. Explore this TrustBUSTER™ and learn three things a leader can do to help make this problem go away.
TrustBUSTER™ #6 is about criticizing decisions AFTER the team has discussed them and the decision has been made. This happens for different reasons, but the outcome is the same. Teammates getting frustrated with each other and future decisions becoming more ‘political’ discussions versus open and honest dialogue. Learn the three most common scenerios and what a leader has to do to ensure that it does not happen again.
This should not be a surprise, but here is some good research what makes people happy. Their conclusion - being able to focus and complete things. The next question - How focused are you feeling? Let the conversation begin . . . Unhappy? Focus on the Present.
Listening at growth companies – avoiding TrustBUSTER™ #5 using some wisdom from author Verne Harnish.
TrustBUSTER™ #5 – Tells a lot, listens very little. What is this and how does it relate to leadership and how organizations operate. What are the top 3 listening times for leaders? Where does the employee survey fit into all of this?
Looking at time through two Greek words: Kairos and Chronos. We need to pay more attention to one of these.
Video post in support of tru Tips #9 – Putting the I back into team. Why it matters and how to do it as a leader.
TrustBUSTER™ #4 – Does not communicate and explain changes/decisions well. Explore some of the barriers to good communication and three things a leader can do to constantly assess how they are doing in this area.
trU Tips #9 – A monthly publication by The trU Group. This topic is exploring when and why the notion of “There is no ‘I’ in team” is wrong. When bringing together highly driven and successful people, there has to be an I or it will not work. This is especially true for entrepreneurial organizations and certain industries like financial services. This includes some expert advice around how to form a team with these experts.
I like the reminder from this post about how important it is to have people bring their whole self to work. While one might look at this post and conclude that it provides a reason not to perform the job - I would offer a challenge to look at this another way. It...
TrustBUSTER #3 – Slow to extend trust to others. Understand what this behavior is, what are the implications of doing this as a leader, and what organizations can do through onboarding and leadership development to make this behavior go away.