The ripple effects when leaders are not direct with each other move through the entire team, if not the entire organization, eventually contributing to the erosion of business results.
When providing effective recognition, leaders need to consider both the amount of feedback and the methods of feedback.
Teams who have been together for a long time and have been effective in the past can suddenly struggle. As with any relationship, maintaining team effectiveness takes ongoing energy and focus.
Power changes the way you think, perceive, and relate. Awareness of its impact, coupled with small action steps, can help broaden inclusion in your organization.
As leaders, we are confronted with new things every day. As a coach, I strive to apply a primary perspective of vision and planning. The key is to be conscience of what perspective you are applying and find the one that is most productive for the situation.