Leadership Development – Building High Performing Teams
- Quotable Quotes -
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- None of us are as smart as all of us.
- Feedback is the Breakfast of Champions.
- Why don’t we have a Fortunate 500 instead of a Fortune 500?
- Your wedding day should be the day of your life when you love each other the LEAST.
- Your family is the most important team you will ever manage.
- The purpose of marriage is to learn how to love another human being.
- If you observe an HPT, often you cannot tell who the leader is.
- What is the purpose of leadership?
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- It is to provide direction and vision – where are we going? what is our purpose?
- What are our values?
- Leadership is NOT about making other people feel less important.
- Concept of Servant Leadership = Its not about you.
- 2 qualities of bad leaders (which one is your vice?)
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- False pride – The leader thinks they are better than everyone else and are always promoting themself.
- Fear / self doubt – The leader is always trying to protect him/herself.
- Have an Egos Anon meeting at work. Start every work meeting by asking – What did you do this week in which your ego interfered / got in the way?
- Also have an Egos Anon meeting with your family.
- Why don’t we share our vulnerabilities? People admire skills but people love vulnerability.
- To build trust, we need to share vulnerabilities.
- Group discussions
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- Describe the worst team you were ever on.
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- Technically incompetent team
- One person doing all the work and refusing to delegate.
- Hypercritical leader, never gives positive feedback but always critiques.
- When setting up a team, do a TEAM CHARTER.
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- What is the purpose of this team?
- What values will guide our behavior as a team?
- Who plays what role?
- How can we verbalize our success in 5 years?
- Do we have a strategy for making decisions?
- What are the norms for behavior? How soon must people respond to email? What are the time limits?
- What kind of communication should we have?
- What resources do we need?
- Are there any cultural differences that we need to resolve?
- Bad teams have a lot in common.
- Bad teams are firefighting all the time. Need to ask how we can stop and do this?
- Your family needs its own Mission Statement.
- What are your family values?
- When your kids do something wrong ask them – How is what you have just done going to get you where you want to be?
- Situational leadership – There is no one best leadership style. For example, you should not over supervise an experienced worker or under supervise an inexperienced worker.
- The 4 stages of group development are
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- Form
- Storm
- Norm
- Perform
- When starting a team, we have High Morale and Low Productivity.
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- Morale = Enthusiasm
- Productivity = Do people know what they are doing?
- It is always tougher to reorganize a team than to form a new one.
- A team will always be dissatisfied simply because it is harder to work in a team than it is to work alone.
- How can we coach ourselves out of this dissatisfaction?
- As the team starts working, Productivity and Morale both start increasing together.
- Your job as a leader is to move your team from dependence to independence.
- There are 2 types of teaching
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- Fill an empty barrel (Directing, Coaching)
- Drain a full barrel (Support, Delegate)
- When a professor is teaching, she could be -
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- Lecturing = Directing style
- Case study/discussion = Coaching style
- Most teams never get beyond the Directing and Coaching part.
- The worst is when team members Quit-and-Stay.
- Teachers are told – Don’t smile till Thanksgiving.
- What does this mean for you as a leader? When starting a new team, be strict like a teacher!!
- Its better to err on this side and then slip into coaching whenever needed.
- Dissatisfaction is not a bad place to be. Working through your dissatisfaction makes your relationship with your team / your relationship with your leader strong.
- Have a one-on-one courageous conversation with someone who cannot fire you. Ask them -
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- Why do you stay in this job?
- What might lure you away?
- What did you like about your prior job where you stayed for many years?
- Are you being (challenged/recognized/trained/given feedback) enough?
- What would make your life easier here?
- Are things as you had expected them to be?
- What do you want to be doing 5 years from now?
- What would we need to do to keep you here?
- Tell your team – I am not your manager, I am your advocate.
- As a manager you must -
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- Do your own work
- Develop your people NOW
- Develop your people for the future.
- Why do you trust or distrust someone?
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- You distrust people when they are not believable.
- You distrust people when they are not reliable.
- You cannot build trust without giving respect. Trust and respect go together.
- People don’t show up wanting to screw up.
- The ABCD model for a manager
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- A = Able
- B = Believable, non judgemental, can keep confidences
- C = Connected, listens well, is not defensive to feedback, shares information and values employee contributions.
- D =Dependable, honors meetings, is punctual, sticks to the schedule, organized and holds employees accountable
- Manager 101 – ask yourself.
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- Can I get results quickly ?
- Do I give employees meaningful feedback on their performance?
- Do I run effective meetings?
- Do I use effective goal setting?
- As a manager, you must have a one-on-one with each employee for 30 minutes (max) every two weeks.
- 2 types of listening
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- Sort by self – The listener keeps getting the ball back to themselves.
- Sort by others – The listener keeps the ball in the other person’s court (this is a generous listener).
