What’s the best way to develop our 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.
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Can employee engagement be developed?
Answer: It’s often said that people join an organization, but leave a manager. No matter what the organizational level, people want to trust bosses to do what they say, be interested in their development, and provide skill development, feedback, and the tools needed to get the job done. Managers know employees are engaged when they see them being enthusiastic about work and acting in ways that further the organization’s interests. Engaged employees can directly connect what they do on the job to the organization’s most important goals and the bottom line. They are proud of their affiliation. Can a manager learn the strategies and skills necessary to develop an engaged team? Definitely!
Why do some teams excel when others don’t?
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.
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What’s the advantage of using an outside facilitator for our meeting?
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?
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.
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What is the best way to introduce a major change?
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’s the benefit of 1:1 Guided Execution?
Answer: Whether the goal is to improve behavior in executive management or about developing the capabilities of high-potential performers, individual consulting is an effective business tool. As professionals are asked to move faster, learn at an accelerated pace, gain agility and responsiveness, and be current with technological, interpersonal, informational, global, and professional changes, the challenge to keep up can be daunting. Guided Execution is one-on-one consulting to support professional growth.
How can a presentation get the desired results?
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.