Lead Your Team

This is an issue in every organization and, frankly, at almost every level. We have to understand where motivation comes from, what the manager role is in that, and how to influence another person’s motivation.

Do you have a difficult employee you’ve been trying to fix and they’re just not getting it? Here are some suggestions for how to deal with this frustrating situation.

Being an excellent leader means being decisive. The clarity mitigates many challenges on a team. If you struggle with this, your indecisiveness may come from a lack of confidence or courage related to failure or mistakes.

Studies show that employees, and some managers, are 70% to 80% disengaged. No discretionary effort or initiative is shown by these folks, and it’s killing our organizations. So, here’s how to help people engage.

Unemployment is low and it’s a candidate market out there. I know that there are certain things that will cause disengagement and others that will encourage and motivate. Here are some ideas for how to retain those top performers.

Just by the definition of the word, you can’t manage your “boss.” But you can “influence.” The key is to influence up … and integrate down. Here’s how:

There’s a difference between “complaining” and a “complaint.” Address one and don’t indulge the other. Let’s talk about how.

The drama in organizations is killing performance. When the rules, the roles, the expectations and the goals are unclear, people start to argue. Having clarity on these things minimizes the drama.

Actually, the only person you can hold accountable is you, but today I’m talking about managers who don’t hold their employees accountable when they don’t hit their goals or behave in ways that are ineffective.

There are nice managers and kind managers. One type can create problems for organizations, and the other has the best interest of the entire group at heart. Which are you?

Coaching is revealing to a person the best version of themselves. Once they see that, they own it and are accountable for themselves and their actions.

Many people think they’re coaching when they’re really managing. Managers talk, coaches ask. Which are you doing? Be honest with yourself.

Coaching is the practice of revealing to a person the best version of themselves. It’s when we’re able to see and hear beliefs inside of someone that are interfering with their ability to perform.

Why is it so frustrating for you when employees don’t meet your expectations? The answer is most likely because it’s slowing you down. Let’s talk about why it’s happening and what you can do about it.

You have to really know who you are as a manager in order to be effective. One of the components we talk about in The Manager Formula, that’s key to you understanding who you are, is your values.