Driving Results! It’s just not that complicated…..

What are the factors that drive results?

Certainly getting the right people in the right roles is Priority #1.  Without this fundamental in place, you’ll always be in reaction mode.

Once you have the Right People in The Right Roles, you are ready to drive the Right Results.

When  someone is not being successful in driving results, it is typically because one of 3 things is missing:

1). Their own personal commitment, or their will to succeed

2).  Their skills (see above)

3).  The structures that the organization provides.

99.9% of the time it is because the structure is inadequate, incomplete or not easy to follow.

The very best tool I’ve found in my 40+ year career is a Jack Welch tool, Execute to Win:  www.etw.com

This ideology, methodology and cloud-based technology aligns your people to strategy and measures not just results but objectively measures each individual’s performance and results related to the culture.  For more information about this revolutionary tool or to schedule a demo, email me at k.halpin@halpincompany.com.

The Hard Way or The Easy Way! It’s just not that complicated…..

Lynn Taylor’s definition of leadership is knowing which approach to use when.  I think it might be a bit more complicated but not by much.

His Core Values Index profiles both our strengths and growth opportunities.  Lynn believes we all are made up of 4 core value energies and his assessment gives us a numerical score in each. His revolutionary tool goes further to indicate our growth opportunities related to either bringing more or less of each of these energies

Do we bring enough personal power to move people into action to drive results and create winning teams?  Do we get the volume turned up too high on this energy occasionally and intimidate others.

Do we value the relationships over the results?

Do we spend so much time in the ‘idea’ phase of our projects that desired outcomes shift so often that results lag?

Or do we develop such a strong sense of right and wrong that we become inflexible? Are we at risk for adopting a mindset of aloofness?

The key is to know ourselves, be able to astutely assess others and have enough reserves of time in place so we can prepare thoughtfully.  When we have this information and give ourselves these gifts of time, we can routinely bring out the best in others and creating winning teams and results.

 

For more information about Lynn’s Core Values Index (CVI) ™, and to take your complimentary assessment, click here  http://halpincompany.com/assessments/

Freedom and Independence from Our Judgments

Happy 4th of July to our US-based readers. I hope you all get an experience of real rejuvenation over this 4-day holiday.

I find that most of us benefit from regular periods of rest and relaxation.  As a matter of fact, I believe we all experience overwhelm on a regular basis and most of us cannot articulate this experience.  Our colleagues and loved ones just find us to be crabby periodically!

Do you sometimes feel overwhelmed by the enormity of your challenges and the obstacles in front of you?

Do you even experience a recurring sense of fatigue from your obligations?

Consider for a moment that all of this might disappear easily and, even permanently, if we could find a way to let go of the shoulda, woulda, couldas.

Do any of these mindsets resonate for you?

* This situation (fill in the blank) should not be this way!

* This guy doesn’t get it!

* This team is never going to perform!

When we allow ourselves to linger in these perspectives, mindsets, and judgments, we severely limit our effectiveness.

We put up barriers to our best thinking and actions.

We put up barriers between ourselves and our colleagues.

We limit the potential for a positive, productive and timely outcome.

The key for all of us is to maintain the mindset and perspective of a Scientist who is conducting multiple experiments everyday.  We want to gather data and the facts. We want to conduct experiments to prove or disprove our theorems and hypothesis.  We want to learn from every iteration of every experiment.  “Boy, that approach sure didn’t work with Bob!”

The key is to remain curious and fascinated.  We cannot let ourselves go to the place of becoming judgmental.  Bob will sniff it out as quickly as a dog sniffs fear.

If you have clear evidence that Bob is, in fact, a real idiot, please review our Blog Posts on gratitude.  If you like this approach, you might enjoy our free e-book at www.teamalignmentstrategies.com

I hope you get to celebrate your new-found freedom and independence from the judgments that weigh us down and cause fatigue, worry and ineffectiveness.

The Hard Way or The Easy Way: Decision-Making

Decision-making is one of the most important responsibility of leaders, second only to getting the right people in the right roles.  Unfortunately, very few leadership teams know how to make decisions that will withstand the test of time.  How can we all make better decisions?

They key is to start with the hard facts, objective data that is well organized and easy to understand.  Once we have the facts in front of everyone, it is more difficult for any one of us to make up stories based on our own agenda or perspective.

The next step is to establish a process and timeframe for making a decision.  The process should specify roles for each team member (facilitator, context provider, decion-maker, etc) and the desired outcome.  Everyone should have a clear understanding of the problem to be solved.  The process should include enough time and discussion to ensure everyone buys in to the problem statement and objectives.  Otherwise, team members might unintentionally sabatoge decisions down the road.

Decision-making like all aspects of leadership is not difficult.  But, with all components of effective leadership, it requires getting out of our comfort zone, getting out of our typical distracted states and focusing in a strategic and proactive manner.