The biggest reason is that everybody is managing the wrong thing. They’re focusing on individual performance when they should be focusing ..
The executive team should be aligned on where they currently are, where they want to go and how their teams will cohesively work together.
Even a strong, skilled leader can send their team into a tailspin of self-doubt — and at worst, fear — just by being unaware of the emotio..
One of the distinctions between good leaders and so-so leaders is the way in which they build effective teams.
A manager points out mistakes, but a coach shows how to prevent those mistakes in the future.
How can you do that with a colleague who rubs you the wrong way? How can you foster curiosity instead of animosity?
Managers who know their employees’ talent profiles can use the individual’s strengths in the service of deep work.
This kind of scenario plays out in companies every day. And the cost is enormous in terms of both time and money.
Our research indicates that the single most important factor in team success or failure is the quality of relationships on the team.
There are four fundamentals that every team needs to establish in order to start off “right”—and stay “right.” They are clarity, competenc..