The second thing to realize is that your influence level in driving behavioral changes is more important than you think. If you adopt new behaviors, like having one-on-ones only for getting to know people or for development purposes, and stop having one-on-ones for “problem-solving” or “influencing” (the classic “information-hoarding” of stage 3). Then, you can […]
One person asks a question, not even a rhetorical one, followed by an awkward silence.
In The Five Dysfunctions of a Team, Patrick Lencioni tells the story of an executive team. To avoid having the functional leaders be only interested in their own department, the CEO asks them to consider the Leadership Team as their primary team. The idea of a primary team that takes precedence over all the others […]
I had the pleasure to have Chris Foley with me to explore the question. Chris is a Principal Systems Design Engineer at Red Hat and a sports coach.
In a previous post, I described a great approach to get people to get to know each other a little bit more thanks to a fantastic one-on-one format. Try it, you will see yourself, it is really fantastic! Another approach to get people to know each other is to use Appreciative Inquiry. I used nearly […]
Psychological Safety is the term coined by Amy Edmondson, the author of The Fearless Organization. I already talked about Psychological Safety, when I presented the work of Google on the project Aristotle, and how it was a very good conversation starter for my team. The two other books I mentioned in that episode of Le […]
The Advantage: Why Organizational Health Trumps Everything Else in Business is a book by Patrick Lencioni. This one is not a business novel, like The Five Dysfunctions of a Team (you may have read that previous post). The book purpose is to explain a model to bring organizational health. I will not enter into the […]