Today’s workplaces are full of people running in different directions. Getting busy with much activity, ending their day with little to show for it all. Lack of focus drains leader-managers’ energy, wastes team resources, and dilutes all efforts to excel and be effective.
Employees leave managers, not organizations. In fact, 50% of them do. But how do you turn a bad manager into a good one? Train them on how to be better, right? Nope – training rarely sticks.
One of the most common reasons for business failure is lack of team alignment. Leader-Managers can set out brilliant strategic objectives.
We believe there is no optimum management style. To gain respect and buy-in from your team, different situations call for different behaviors.
Traditional performance reviews have moved far off the mark in growing, engaging and retaining talent.
Effectiveness is a term largely misrepresented, and hence misunderstood. Take the “busy” professional - they look good, work long hours, deliver fast. These are well-valued traits by any organization.
Many workplace management activities are often confused for productivity. Someone may appear to be productive when in fact they are just busy with activities, or ‘inputs’. Real effectiveness is defined by results, or outputs.
We coined the phrase “Leader-Manager” because we strongly believe that anyone who leads a team needs to have the skills to be both.
Accountability is a cornerstone of any successful organization. When ownership is not clear, projects stall. Blame becomes rampant resulting in conflict and a disengaged workforce.