Tweet I wrote a blog post on winning back the heart of a wife several years ago. (Read it HERE.) The post was written in reponse to the dozens of…
Read More
Tweet When they enjoy their work! I’ve lived under both styles of management. One uses coercion, control and intimidation to motivate. One uses encouragement, incentives and cheers to motivate. I…
Tweet This is a guest post from Ami Dean. Ami is the CEO and Mailroom Clerk at The Rally Point, a creative meeting space and conference center in Peoria, IL….
Tweet I don’t write many strictly business posts these days, even though I spent more than 20 years in that world. This article caught my attention though: Bonds outperform stocks…
Tweet (Art work courtesy of me.) One qualification to be an effective leader, especially at a senior level, is the ability to see beyond the organization’s current path. Effective leaders…
Tweet Here are twenty random words associated with leadership… Purpose Integrity Values Strategy Principles Humility Passion Delegation Empowerment Sincerity Risk Confidence Commitment Wisdom People Honesty Compassion Sensitivity Determination Courage Plus…
Tweet I want to come help your leadership! If you lead a team… I want to help you be a better leader… It won’t be easy… You’ll be intimidated at…
Responsiveness is extremely important in leadership and organizational health. It’s one of the non-negotiables for teams I lead. (I wrote about those non-negotiables HERE.) Being responsive shows that a leader cares for others, recognizes their value, and is disciplined enough to follow through.
There are times, however, when I believe responsiveness is not only the wise or right thing to do, but it becomes a life or death situation; at least in terms of protecting the relationship. If you are leading in a church or a business, these individuals demand responsiveness.
Here are 4 times when responsiveness is life or death:
Tweet Some of the best leaders on your team… Have yet to be recruited… Will have to be asked… Are anxious to serve… Need this in their…
We have a healthy team. It’s full of grace, which works well, since that word is in our name. We consistently laugh together. We encourage each other to accomplish our goals. As a leader, I solicit feedback consistently. (I even allow the staff to anonymously evaluate me each year. Read about that process HERE.) We are generally flexible and laid back as an organization, yet we accomplish much towards our mission. I’ve worked in lots of environments and this is a good one…a healthy place to work. I’ve written articles about healthy teams, many of them based on the team on which I serve. (Read some of them HERE, HERE, or HERE.) I think our team would agree.
Still, I’m not sure we have eliminated what I call organizational fear. I’m not sure there is 100% freedom to share what’s on a person’s heart. I consistently address this concern. I’ve even said that sometimes we are too “nice” as an organization. We need to challenge more, even enter into healthy conflict, but sometimes it seems we are timid towards sharing our true feelings; especially some on the team. Problems exist…people see them…they continue for months…everyone recognizes something is wrong….yet no ones brings them to the surface. This is not a huge problem, or we wouldn’t be as healthy or successful as we are, but for whatever reason, some I may not understand, team members at times shy away from sharing what’s really on their mind.
Why is that? ….