Leading with a clear purpose really does start with us, and coming to grips with how we’re wired can make an immediate difference in developing the kind of emotional intelligence that allows us to be so much more effective in how we do that. At the risk of being overly redundant (see what I...

As we’re working to provide our best team members with a reason to stay by fulfilling their need for purpose through the work they do, I’ve never seen this be accomplished more effectively than applying the same idea I referenced to address the high cost of turnover; by breaking the...

If you’re willing to wear that cape that comes with truly leading your team, you know that phrase I shared as we started down this path won’t be one you’ll be using as your own any time soon! That whole idea of “I’m only responsible for what I say, not for what you...

If we really want that strong foundation for leadership communication skills, learning to know each member of our team as well as we possibly can is the best starting point I can suggest. To that end, showing our team members that we’re actually interested in who they are rather than just...

Having recently looked at how important it is for each of us to develop self awareness as leaders, let’s get down to business and begin working through ways we can become strategic about building that self-awareness so we’re prepared to deal with the toughest person we’ll ever...

In The Three Signs of a Miserable Job, Patrick Lencioni mentioned that two of the signs were important for every team member to understand if we want them to have a clear picture of how they can engage and why it matters. We’ve already hit on IRRELEVANCE and we’ll touch on something...

Several years ago, Cindy and I led a session covering The DISC Model of Human Behavior for a local client where a friend of mine was one of the participants. He and I had served on a board together prior to that so I had a solid understanding of his day to day responsibilities and I knew that he...

Having looked at some things we can consider adding to our systems when we have either of the two more Outgoing styles, a more DRIVEN approach or a more INSPIRING blend, let’s change our pace a bit and focus on what we need to considering building into our systems if we’re have the...

 Last time, we looked at the Systems that Get Results most of us DRIVEN folks need in order to have a solid chance at sticking with them long term. Since they only represent about 10% of the world, let’s press on by looking at what we should consider building into our systems for...

We started down this path by looking at How to Be More Productive - at Work and at Home then we worked through some Personal Productivity Tools that Support Great Systems. As I mentioned before though, we’ll each need to develop our own unique approach if we want to create systems in our...

Having looked ways we can truly serve the needs of our team members with each of the first three behavioral styles - DRIVEN, INSPIRING, and SUPPORTIVE - to this point, let’s close the loop with the final 25% of the population; the ones who tend to be Reserved and Task-Oriented. Please...

When Cindy and I work with teams on building stronger and more effective communication into their cultures, The Model of Human Behavior is one of the tools we share because it provides a simple and extremely practical approach that can be implemented right away. As we do this, we emphasize that...