All tagged High performing teams
There’s a tendency we all have to try and ride out a tough spell or a difficult challenge. To try and just “get to the other side”, mentally, at least, even if you have to physically go through the motions.
Thing is, that’s a passive strategy. One that intends to remove us from the reality of the situation and the challenge of the actual battle.
When Lebron James broke Kareem Abdul Jabbar’s all time points scoring record in the NBA last week, he did so with about 10 seconds still to go in the third quarter.
As soon as he scored that 38,388th point, the game was paused and celebrations ensued. His family came onto the court along with the press and a host of others.
Do you say “you” or do you say “we”?
I’m asking specifically from the context of starting at a new job. That is, how long does it take for you to start using “we” when referencing your company and its activities?
I was thinking about your services…when you talk to your clients…what’s the thinking behind your products…
One of the biggest issues with high performance in any team is when folks aren't aligned. This division is a problem not only professionally but at a personal level as well. Resolving any division within a team needs to be priority number one, as I discuss in today's episode.
Today's podcast focuses on the idea of silos within our organizations and teams.
There will always be tensions among different teams and that's actually not a bad thing. It's only bad when we let those tensions stop us from figuring out how to work together. When we truly collaborate, we're able to create great art.
The founder of LevelUp, a mobile payments and loyalty app that was bought by GrubHub in 2018, never wore shoes, slept in the office more than at home and used to wear the same orange shirt to work every day.
We’ve all heard stories like these. They’re chalked up as “wacky entrepreneur traits”, and become the stuff of legend when the outfit is successful.
George Martin is often referred to as The Fifth Beatle for the contributions he made to the band’s recording process.
Without question, the core of their creative genius came from the four band members themselves, but there’s no doubt he facilitated and enabled their creativity in very real, very direct ways. From the classical instrumentation we hear in so many of their songs to pushing the technical envelope with the technology available to them at the time.
This month's podcasts deal with matters of culture.
In today's episode, I speak to the value of assessing cultural fit when we're bringing new people into our teams, and when we're evaluating the long term impact of existing team members. It's not easy and it's tempting to look at hard metrics, but these soft ones can be the most critical to our success.
Does consensus = compromise?
Conventional thinking touts the need to “get to consensus” as we make decisions. But is ‘consensus’ the right answer?
In concept, consensus makes a lot of sense.
This month's topics focus on personal war stories and observations.
Today's episode focuses on the importance of being able to work with people as the route to our success - as well as the sheer difficulty of learning (and mastering) how to do so.
This month's podcasts focus on the art of communication - a critical skill no matter what we do for a living.
In today's episode, I speak to the fine line we walk when we're in the midst of combative communications. In particular, I speak to the four elements that allow us to tell when it's constructive and when it's not.
This month's podcasts focus on the art of communication - a critical skill no matter what we do for a living.
Today's episode focuses on the idea of conflict, and the fact that it can actually be a good thing for our relationships at home and at work. The question is one of intent and ego (or lack of it).
This month's podcasts focus on people, specifically the different aspects to consider when it comes to the talent acquisition, development and management.
Today's episode focuses on the topic of relationships, and the fact that strong relationships create great teams, which create great organizations. Relationships form the very foundation of our success.
This month's podcasts focus on people, specifically the different aspects to consider when it comes to the talent acquisition, development and management.
My last episode talked about the value of the team, even when we have a star performer in our midst. Today's episode discusses the idea that, while it still is about the team, we should all strive to adopt the star performer's mentality.
This month's podcasts focus on people, specifically the different aspects to consider when it comes to the talent acquisition, development and management.
Today's episode focuses on the star performer - or rather the need to recognize that, despite the extent of their star qualities, the team is always the most important thing.
We believe - with good intent - that we’re trusting individuals. That’s important, because trust forms the very foundation of our relationships. Without trust, there can be no relationships, in any environment, personal or professional.
But how do we build trust? What’s our specific role in developing trust among our colleagues (or our family)?
This month's podcasts focus on the topic of mindset, and the kinds of traits and ideas we need to embed to achieve what we want.
In today's episode, I talk about a decision to remove someone from my LinkedIn Network because of their constant negativity. There's no point in encouraging that behavior, and in fact, I'd argue it demands a stronger response.
Getting things done, as a team, is a challenging task at the best of times.
It requires us to pull together and take actions that are consistent and coherent with respect to our common end goal. This, in turn, requires clarity, communication and alignment.
In other words, we need to all buy in and then do our bit (as part of the overall plan) to get there.
Every game has its own rules. They’re there for a reason - so that everyone works to a level playing field. That there’s no unfair advantage. So that there’s no bias in how one team or player is judged relative to another.
Of course, teams push the boundaries. They’ll operate at the margins of the rules where they can, in order to gain some sort of advantage. I get that.
But underlying it all, it’s important for everyone to operate on the basis of fairness and the principle of good faith performance. Surely, we all want that.
One of the hardest things to get our heads around is this idea of culture, and specifically, cultural fit, in terms of people we work with.
We’re well versed in assessing technical capabilities and the “how” we do the work that we do. You need to have these specific qualifications or you need to show those particular process skills, or you need to demonstrate that you’ve delivered on that defined platform in your prior experiences. All defined, all measurable, all tangible.
