Development

The question is how do we get our people to believe that and say it? What would be the secret sauce that sparks the fire for them to believe that? Well truth be told there are likely several behaviors that you as a leader can demonstrate; including having strong values, ethics, integrity, and authenticity. I believe the secret sauce is believing so strongly in your people that their awareness of your belief in them causes them to rise to new heights of individual growth and achievement. Here is what I am learning about leadership, there is one fundamental belief, and it is foundational. Most, if not all people, have unlimited potential that has been largely unrecognized and untapped. When discovered and accessed, this [...]

Do you recognize that saying? You likely have said it or heard it said. There certainly is merit in that belief. If the system/process is working on all cylinders, leaving it alone is the wisest thing to do. Yes, at first blush, that makes sense. I have been part of that belief. Ok, but what if it is not broken, and you DISCOVER there is a crack someplace? What if "decay" builds up, and you can't see it until there is so much pain the "tooth" needs to be extracted? The operative word here is DISCOVER. In simple terms, you can only discover if you go looking. This is like success. Success can lead to complacency, a mindset that says, "We [...]

So you are wondering what PEP is? Happy you asked. Most leaders have regularly scheduled time to meet with their key team members. As you well know, having an agenda is essential. Going down the "rabbit trail" can be expected and unproductive without discussing specific topics. I have found there are primary components that should be a part of every one-to-one with your people. That is the PEP. P is for Performance. You must discover what happened and what didn't happen since your last PEP meeting. Presumably, the expectations were clear. If not, that is another issue on you, the leader. There should be no secret on what good Performance looks like. What is acceptable and what isn't? The next [...]