The trU Group Archives - Page 7 of 52

Time to DEVELOP PEOPLE – 3 Tips to Make It Happen

Time has replaced money as the number one excuse from leaders for not developing their people. Here are three tips for making it happen if it truly is a priority, and one tip includes a lesson I learned parenting teenagers to help shift the conversation from excuses to reasons. I believe Learning + Doing = Growth, and here are some thoughts and resources for making that happen for you and your people around leadership and individual development.

Friday Thought: Finding Your Growth Mindset – Is it there?

The entrepreneurial mindset is coveted by organizations today, and is the only reason that small organizations grow through all the barriers to success. Another way to phrase it (thanks to the research of Carol Dweck) is growth mindset. What does it look like and do you have it?

4 Questions People-Centered Change Leaders Ask

Leadership is about change management. Here is a story about a coach of a football program rich with tradition, and he was not successful. It had nothing to do with him being a good coach, because he has proven he is a great coach – in the right situations. Getting the most out of your talent and leading effectively is about people-centered leadership. In transition, this is even more important, and here are 4 questions to ask and a proven process for navigating that change.

Leadership as a Buffer

Colin Powell shared some leadership lessons with me recently and here is one I took away – sometimes as leaders we need to be a buffer. Being a buffer could be protecting your ‘turf’ and it has a possibility to be so much more. It can have huge benefits to your organization if you do it well. It is the leaders job to be a buffer, and here are 3 tips to make it a way to build a healthier organization.

If you want to go fast, go alone . . .

If you want to go fast, go Alone. If you want to go FAR, go together. All leaders, teams, and organizations will hit the ceiling if they Go Alone. It happens, and moving past it is part attitude and part practice. The entrepreneurial operating system (EOS) is a tool I use to help leaders/teams do that, and here are some key steps to starting the journey. Call it team building and leadership development using your business as the classroom.

Writing More Effective Goals – Some tools that will help

My goal is to equip leaders to lead more effectively, and development plans are a key part of leadership and general talent development. Here is a LinkedIn article i just published and one other worksheet you might find helpful.

Passion and Art: Why does it matter?

The passion of the artist. Where does it fit in the performance equation and how do we find it? Here is the where, and a little bit of the how, but the how is a much bigger conversation. Here are four beliefs about passion and a few tips to shift your perspective about how to seek it.

What do I do?

I connect students to parents and grandparents. What do I do? When there is a purpose, cause, passion around our work – it looks different. Leaders who have it lead differently.

Leadership and EGO: Words of Wisdom from Alan Mulally

In a recent Inc. editorial, advice from Alan Mulally (past CEO of Ford and Boeing) was direct and simple – It’s not about you. It is all about the plan. The biggest trap for leaders is EGO, and Mulally gives some simple advice for battling that in how you lead and in the culture you create. Inc. Magazine is a must read for leaders in my opinion, and here is a great excerpt to share with others at your next leadership meeting.

Good Question – Great Question

What if we asked more questions? You might be thinking that you do ask more questions, at least compared to the people around you. Here is some research on kids that I believe applies to adults. Do you really think the graph starts going back up AFTER the age of 18? It comes down to being aware of how our EGO gets in the way and committing to asking GREAT questions vs GOOD questions.

3 Questions that help create a culture that SUPPORTS performance

Is a performance conversation you are having with your own leader, peer, or direct report laced with adjectives and/or emotions? Too often they are, and it clouds the real issues that need to be talked about. Here are some tips for creating a culture that supports performance – whether you are a leader or someone being led.

Read Seth

People who want to be there best find ways to feed their thirst for excellence. For me, Seth Godin is a voice that feeds me. He takes a fancy corporate slogan like Entrepreneurial Spirit and makes it simple, real, and actionable. I have two questions I ask people to see how hungry they are for knowledge and personal excellence – Do you read Seth? and What is your favorite TED talk? Here is a few thoughts for leaders and individuals.