Harness the Power in Your People, Create Teams who Produce More Results: Free Webinar, March 27
Are you a business leader managing fewer resources for more profit?
In today’s business environment companies must produce greater results with less woman/manpower. Organizations focusing on creating collaborative leadership with more aligned team environments are discovering that by fostering communication, accountability and a solution-focused culture, they create more dynamic and sustainable results. Their employees/teams are contributing more ideas, are more engaged in results, and are more vested in the bottom line than ever before.
Join me on March 27, 8am PST/9am MST/11:00am EST, for my free webinar, Collaborative Leadership: How to Harness the Power in Your People, and learn how your organization can create teams who produce more results!
In this webinar you will receive:
- A 4-meeting method to jump-start the collaborative process for your teams
- Tips for fostering contribution and productivity from every team member
- A plan for moving your team forward and keeping the momentum going
Collaboration as a process in organizations is crucial for success now more than ever. In today’s business environment motivation and productivity are down. The lack of teamwork contributes to loss of money, loss of direction, slow or shrinking growth and smaller market share. These challenges occur in executive leadership teams and in management and project teams. Though today’s business climate is challenging, it also contains opportunities to jump start results.
To learn more about how to create jump-start results for your organization join me on March 27.
I look forward to “seeing” you online!
A New Year: A New View on Collaborative Leadership and High Performance
In celebration of the New Year and a new view on Collaborative Leadership and High Performance, I am posting a link to my most recent video, Collaborate Leadership: How to Harness the Power in Your People.
Recently published neuroscience research connects High Performance to many of the same elements contained in our Collaborative Leadership Model: Communication, Accountability and Solution Focus; all elements that stimulate the brain into creating new functional pathways, and creating more productivity for your organization.
Please take a few minutes to enjoy the latest video on Collaborate Leadership: How to Harness the Power in Your People and let me know your thoughts.
To view the video click here:
For more information on creating High Performance within your organization visit: http://www.bridgingassociates.com/. If you have questions or would like to contribute to the discussion, I would enjoy hearing from you. Please be sure to post a comment.
PS: Stay tuned for an announcement regarding the availability of my new eBook which takes a closer look at Neuroscience, Collaborative Leadership and High Performance!
The Collaborative Leadership Process and High Performance are Intrinsically Related
As I write this post in December, I am looking at a white landscape outside my window. I want to wish all of you the happiest of Holiday Seasons and to encourage you to look ahead to next year.
I see two important focus points in 2012 for executive leaders who want to improve their organizations productivity and results:
- Collaborative Leadership
- Creating new brain pathways to create High Performance
I am happy to report that the two are intrinsically related; the latest Neuroscience on activating the brain for high performance discusses connection and feedback, as well as solution-focus as major activators.
The work I have shared with you earlier this year on Collaborative Leadership and the elements of Team Alignment has been on this path. I am currently working on two publications; an e-book which will be announced soon and available on my website in early 2012, and a business book, Collaborative Leadership: How to Harness the Power in your People. Both address the relation of neuroscience and collaborative leadership and provide the how-to that will achieve High Performance in your organization. I have been busy interviewing some well known leaders who have used these principles, sometimes intuitively to create great results.
In the meantime, I want to encourage you to implement the four-meeting schedule I shared with you in the previous posts and to share your results:
- The First Team Meeting is focused on Communication. Click here for more details.
- The Second Meeting is critical in establishing a system of consistent follow up and accountability. It should occur one week after the first. Click here for more details.
- The Third Meeting is a continuation of the process introduced in Meetings 1 and 2: Click here for details.
- Fourth Meeting is solution -focused. Click here for more details.
2012 is the Year of Collaboration and Implementation using both the High Performance Model for making new pathways and the Collaborative Leadership Model. If you have questions or would like to contribute to the discussion, I would enjoy hearing from you. Please be sure to post a comment. For more information on creating cultural change within your organization visit www.bridgingassociates.com.
Cultural Behavior Changes That Will Improve Your Company Productivity – Part IV
Last week I introduced the third behavioral change, Alignment and Collaboration, in creating a company culture that aligns individual productivity with team values and goals, and the importance of changing the culture to be solution-oriented rather than placing blame. In today’s post I address the fourth aspect, Implementing Strategic Goals.
• Proactive vs. Reactive
• Focus vs. Interruptions and Distractions
• Alignment and Collaboration vs. Competition
• Implementing Strategic Goals
In my experience as an Executive Coach and Collaborative Leadership Coach, I am often told by leaders that although strategic meetings take place, the execution aspect is not successful. Through the cultures of interruption and distraction created in recent times there is a loss of focus. The simple act of coming to work, turning on the computer and going directly into e-mail can create a reactive rather than proactive day.
Following through on strategic goals necessarily requires proactive leaders and managers. These skills can be taught to emerging leaders and individual contributors as part of the mentoring process. One aspect of aligned teaming is focus; opportunities for real communication, and delegation processes with accountability.
Often the culture dictates immediate responses as indicated above. This has led to constant email checking and drop-ins with a neglect of regular meetings, which has created a culture of interruptions and distractions leading to difficulty with focus. To-do lists are made daily without the overall structure of strategic goals and project organization that leads to successful completion.
With the behavior focus and changes described above, the result is that the top leaders are aware of the strategy plan on a daily basis and can plan work that will implement those both individually and as a team.
Reminders for keeping the momentum going:
- Create regular leadership team meetings at least bi-weekly for 1 ½ hours and put in the
calendar on a recurring basis - Coordinate Tasks with Calendar
- Create task categories to match
- Yearly goals
- Projects
- 1:1 Meetings
- Actions
- Calendar actions
- Set aside work time on the calendar
The four cultural behavior changes, if approached with intention, can be the foundation for creating change that will bring in proactive thinking, alignment, focus, and accountability into your organization.
If you have questions or would like to contribute to the discussion, I would enjoy hearing from you. Please be sure to post a comment. For more information on creating cultural change within your organization visit www.bridgingassociates.com. Ask for information regarding Collaborative Leadership: How to Harness the Power in your People.