What’s the best way to develop our managers?
[Leadership Development |Effective Managers]
Answer: There is no ‘one size fits all’ approach to Leadership Development. While there are a set of basic skills that everyone in a managerial position should be able to demonstrate, (e.g., effective communication, giving improvement and reinforcement feedback, motivation, basic management theory application, coaching and counseling, employment interviewing, training) every organization has a different culture. That unique way of doing things is what makes it so challenging to be a creative and effective manager.
— I’d like to talk with you more about this and can help you achieve results.
How can our executive staff provide better performance management?
[Performance Development]
Answer: Performance management is performance development. It means connecting an employee’s action, and work outcomes to the overall departmental and organizational goals and objectives. It requires a clear concise description of the expected end result, and frequent, ongoing, and candid dialog about how those expectations are being met. Critical for an improved performance development system are clear goals (effective communication), supportive candor (honest dialogue), and frequent opportunities for discussion (organization).
Why do some teams excel when others don’t?
[Team Development]
Answer: Teams that excel go slow at first in order to go faster later. Leaders and members understand that team development requires a solid understanding of the goals and outcomes expected form the team, a good grasp of the roles and responsibilities of the team members, a consensus about desired team norms and pitfalls that need to be avoided, a roadmap for how to resolve conflict, and an understanding of how resources will be obtained. Most teams jump in and start work immediately, and that ends up being the biggest hurdle to team success.
— I hope you’ll connect with me about how we can work together to accomplish your goals.
What’s the advantage of using an outside facilitator for our meeting?
[Facilitator | Team Development | Planning Session]
Answer: When groups bring in a facilitator for a planning session or a team development session, they acquire an unbiased observer, skilled in group process, who holds no stake in the outcome. The facilitator knows the questions to ask to keep the conversation focused and moving, and is proficient in observation and interpersonal dynamics. They can keep a group on course, uncover issues that prevent the work from moving forward effectively, provide feedback, and manage the time efficiently. Part art, part science, a capable facilitator works to make the group or team effective and efficient.
How can we be more effective in leveraging the talent we have?
[Talent Development]
Answer: Leverage means using your power to influence the outcome. Talent Development requires assessing your employees at every level and using their strength to the best advantage for your organization. That translates into being constantly aware of people’s strengths and making sure they are positioned to use their skill and talent for the goals of the organization. It demands the ability to teach, train and develop employees at every opportunity.
— I’d like to work with you. Together, we can increase your success.
What is the best way to introduce a major change?
[Change Management]
Answer: Change Management is actually a set of skills. It’s essential for changes that you chose as well as changes that chose you! Understanding the range of reactions that changes can produce is essential for leaders so that they can prepare an effective change management plan. It should involve a variety of communication methodologies, anticipatory strategies that address resistance and sabotage, tolerance for both ambiguity and distrust, and the ability to respond with the calm confidence that instills trust and confidence.
What is the real difference between diversity and inclusion?
[Diversity and Inclusion | Communication]
Answer: Diversity is getting a variety of different types of people (gender, race, age, ethnic background, religious affiliation, socio-economic environment, physical and mental disabilities, etc.) into an organization’s employ. Inclusion in not just communication that they are welcome, but having them feel that they are respected and valued by accessing and leveraging the talent that they bring to their jobs.
— If this is an issue in your organization that you’d like to resolve, I can help you improve.
How can a presentation get the desired results?
[Presentations]
Answer: A polished presentation starts with the desired result (or results) clearly articulated. The first thing a presenter should identify is the most wanted outcome: is it to inspire, motivate, sell, inform, influence, or get others to act? They then have to think about who is in the audience and what THEY want! What are they hoping for, expecting, wanting to walk away with? From there, the preparation and planning can start. After that, practice and feedback are keys to success.