Team leadership works best when it is informal and natural, and leaders can develop the requisite skills on the job with practice. Some people come by them naturally, so all they need is the opportunity to apply what they know — which is good, because during a period of disruption, there may not be enough […]

Rejection is painful and the fear of it can stifle your ambition and lower your self-esteem. So, why spend time learning about a topic with the potential to trigger so much grief and agony? The answer is that by digging deeper into the cause of rejection you’ll discover a new perspective on how to respond […]

Learning calls for a willingness to examine old habits, think in alternative ways and take on new challenges. In a team setting, the talents and abilities of each member require assessment to determine what new skills they might need. In this age of disruption, we must alter the way we view leadership, beginning with the […]

The processing of information in a tradition-bound workplace tends to be exclusionary—that is, controlled by those who make decisions. This method may have worked when upper level leaders could thoughtfully assess the data and provide timely direction, but in today’s fast-paced culture this style of leadership is outmoded. This foundational premise is supported by an […]

Disruption provides an opportunity to question and compare current procedures to future needs. It also presents an opportunity to determine which processes might need to be restructured or realigned. Organizations, just like individuals, will redirect effort and energy only when the internal and external systems are ready. The challenge is to get everyone ready at […]

* It is important to find out whether a mistake was caused by a resistance to learn or because the person responsible was trying something new and didn’t get it right. The former might call for punitive action, while the latter might best be handled by additional training. * Improvement is about preparation and moving […]

* High performers figure out on their own what improvement are needed and how to make them. Low performers focus on the status quo and what they know, so don’t expect them to think about raising the bar without knowing why and understanding how. * As you work to change the behavior of the weakest […]

* Without learning objectives, individuals, who conceived projects on their own, risk wasting both time and energy. The results may make people feel good because they have accomplished something, but it doesn’t help the team achieve its purpose. * Morale, initiative, job satisfaction and performance are raised simultaneously when leaders and followers become aware of […]