Posted: March 7, 2012 | Categories: Management, Team Building

Earlier this week, I was talking with a client whose company is substantially ahead their revenue goals for 2012.  That is exciting, especially considering we are not even finished with the first quarter.   You are probably asking how this is possible.  How did they do it?… Was it luck?.. .Did they just have the right product at the right time?…Was it good management and planning?  The answer:  All of the above.

You have probably heard the expression, “Luck is where opportunity meets preparation”.  Looking at what we can control, let’s take one of the most operative pieces of preparation:  CLARITY.

Clarity of goals:  This business owner (Jim) took the time to craft his 2012 business plan in November of 2011.  At the top of his plan in bold letters were his specific revenue goals and profit margin baseline.

Clarity of strategy:  If you were to ask Jim how he planned to achieve the goals, he would enthusiastically detail all the actions and categories of activity that would lead him to his goals.

Clarity of roles:  If you were to ask each of Jim’s team members what their role was, each of them could clearly tell you.

Clarity of responsibility:  Each role contains certain responsibilities in terms of desired results.

Clarity in tracking and accountability:  Everyone on Jim’s team clearly understands what is expected of them.  They all have an action plan with specific steps containing deadlines and benchmarks.  Each member does their best to do what they say they will do when they say they will do it. When they fall short, the group comes together to focus on the problem and agree on a plan of action.

Clarity in goals, strategy, roles, responsibility, and accountability can defeat finger-pointing and excuses and can enable a team to “advance confidently in the direction of their dreams”, as Thoreau once said.

To put these fundamentals immediately into play, check you clarity on the key areas mentioned.  If you find something fuzzy, take the time to make it clear.

Posted: February 23, 2012 | Categories: Leadership, Team Building

Years ago there was a popular after shave called “Hai Karate”. In their psyched-up commercials they would always end with the caveat, “Be careful how you use it”

I find the same advice applies to the use of email:  It is a major tool of communication and we must use it wisely. It is like a claw hammer: We can build with it or destroy.

So when do we use email and when do we not use it? I don’t have a magic answer. Since I coach to build stronger teamwork, I have some observations:

Email correspondence seems to work well when the communication is transactional. The exchange of data, schedules, order confirmations, and general exchange of information are examples.

Beyond transactional, there is transformational. We may be upset that a seemingly careless mistake was made. There may be other instances where someone simply doesn’t know what they are doing.  Also, as mortal souls, we don’t always use sound judgment. To me, all of these instances spell an opportunity for some good coaching or re-direction. To achieve these objectives, we need quality conversations that involve interactive dialogue. That means we meet face-to-face, or have a phone conversation.  If we chose to respond to these challenges via email, I recommend two words…”let’s talk”

Counterpoint: At this point, you might be saying, “Wait a minute…I like email. When I take time to express my true feelings in print, that makes me more confident that my words will be absorbed. If we talk face-to-face, I may modify my true message due to tone of voice or body language.”

So what is the answer? I don’t have one. What I recommend is that you and your team agree on how your team will communicate and make sure email communication is part of that discussion. Make a working agreement. There will be better teamwork with fewer barriers and less resentment.

Posted: February 22, 2012 | Categories: Leadership, Team Building

My mother lives in an assisted living complex near Kansas City.  When Mom was preparing to move in January, 2009, my siblings and I will never forget what she was most excited about:  Her apartment was the only one in the complex with one of those fancy “walk-in” bathtubs.  We thought, “Won’t that be nice when she doesn’t have to step over the rail?”
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Posted: February 8, 2012 | Categories: Leadership, Team Building

“This is not a disciplined football team!”  Former Chicago Bears coach Mike Ditka has been known to say that often.  When I hear that, it reminds me of three key components I find in every championship team:
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Posted: February 6, 2012 | Categories: Management, Team Building

Here is an all-too-familiar scenario:  Something got goofed up.  It is time to huddle and solve the problem.  So we sit down together and the boss says, “What’s the deal?”

The next thing that happens…finger-pointing and blame.  No one wants to take the rap for the costly error.  (If is wasn’t costly, we wouldn’t be talking about it)

After the blame comes the next phase:  “OK, here is what I think we should do. ”  “No, let’s not do that…I think we should do this.”  The discussion intensifies, and the team finally ends up with the action to be taken.  If this is how your team solves problems, you may be missing an ideal opportunity to make your company stronger.  In order to capitalize on problems, we need to level the playing field and get everyone engaged in the process.  Here is a 9-step method that has stood the test of time:
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