One strategy is to get super clear on tasks and responsibilities. These are formalized employee performance objectives that are clear, measurable, and mutually understood.
Effective teams need to know what’s being asked of them and how to prioritize their efforts. Leaders need to get them focused on what really matters most and will have the greatest positive impact on the company, such as actions that are most aligned with strategic objectives and most satisfy stakeholders.
Read MoreWe all can have single sentences that describe us, even if our contributions are not as deep and lasting as the aforementioned presidents. Whether they say something about us as individuals, as leaders or as community contributors, having the ability to construct a single sentence that captures our essence can serve as a great guidepost and motivator.
Read MoreNo project of scale or meaningful work across channels can occur without clear communication. Everyone involved must know what needs to be done and how they’re expected to do it. Otherwise, you’ll quickly get a silo effect, under which team members learn to work independently and without consideration of the greater group goals.
To help facilitate team communication, consider scheduling daily standing meetings (often called morning huddles or daily check-ins). These meetings are ways for teams to convene in a brief, focused way and ensure the day starts off happy and productive.
Read MoreIf you are like most people, you will take some time on New Year’s Day to reflect on the outgoing year and set some resolutions for the year ahead.
Maybe you’ll decide to make a lifestyle change, such as eating healthier and exercising more.
Perhaps you’ll determine that it is time for more work-life balance or to travel more often.
You may set some business-related goals, such as making more sales calls or taking other action steps that will improve your bottom line.
These, or any other constructive goals, are the first step in living a better, more fulfilled life.
Read MoreA recent report from the US Department of Labor confirms what many of us already suspect. Employee productivity is on the decline, with increases in email to respond to, web surfing, daily meetings, and poor management partly to blame (though meetings and idea sharing, while not productive per se, can and often do yield positive benefits.) Many leaders and managers similarly are also not as productive as they once were.
Let’s be honest. Staying productive can be tough, especially for folks who need to use their minds (to manage others, plan and be strategic, produce content, develop code, solve problems, coach, etc.) and / or pound the pavement to generate sales or other deliverables.
To help us become more productive, and to make the list more memorable, I compiled a list of “s” productivity pointers. They are in no particular order.
Read MoreThe last component of this first productivity step is to assess what is needed, in terms of materials, systems, knowledge and skills, to get the job done. Perhaps you’re lacking a sufficiently powerful computer system or CRM option. Maybe you need to learn something additional. Whatever it is, position yourself in advance to hit the ground running so that you experience the fewest interruptions and setbacks possible before getting started.
While the range of tech instruments and resources is beyond our scope, it should be obvious that you want to be using the right tools to get things done. Investments in proper technology and information systems will increase productivity while decreasing frustration that comes with doing today’s work with yesterday’s tools.
Read MoreAt the heart of great leadership is influence, as in the ability to influence others to do what needs to get done.
In a piece written for Forbes, Kevin Kruse defines leadership as “a process of social influence, which maximizes the efforts of others, towards the achievement of a goal.” I like his approach because it factors in some important primary leadership elements: (social) influence, others, effort optimization and goals.
Leadership is about influencing others, rather than demanding and coercing. It speaks to the ability to win people over to a new way of thinking and practice, through idea sharing, collaboration and role modeling. It emphasizes persuasion and motivation over coercion.
Influence occurs primarily through emotional connections, such as when we share triumphant or challenging times together. It also develops when leaders routinely demonstrate feelings of appreciation, care, concern, and empathy.
Read MoreThe reality is that introversion has little to do with our levels of social comfort or verbosity. Rather, it reflects on our energy source. Extroverts are people who gain their energy from others. They walk into a room and feel energized, feeding off of the collective energy as they navigate through the crowd. They seek other’s company and feel somehow incomplete if they are left in isolation for too long.
Introverts, in contrast, gain their energy from quiet, private time. They love to think and reflect privately, with the door closed, and enter into public settings out of necessity rather than preference. While many introverts can be described as quiet, introverts are more than capable of speaking and engaging as circumstances dictate. It’s more about their preferences and inclinations rather than their disposition or capacity.
Read MoreWhen I launched my School Leadership Mastermind for school principals and administrators back in June, I wasn’t quite sure what to expect. It was my first time running a mastermind group of any kind and, while I had participated in and gained from other masterminds, running my own would be a totally different experience. Particularly in the throes of a COVID pandemic that had put school leaders back on their heels for months.
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