Ever since Bill Clinton used the phrase ‘It’s the economy, stupid’ in his successful 1992 campaign for the US Presidency, it has been almost an article of faith that voters will, at the end of the day, elect leaders on
It’s About Trust, Stupid!
Keys to High Performing Teams part 8 – Workplace Conflict Resolution
This is the eighth in a series of Ten Keys to High Performing Teams. This article looks at the role that conflict resolution plays in workplace performance. Conflict, like change, is inevitable. But it does not have to be destructive.
Keys to high performing teams part 7 – Value individuality, diversity, unique gifts
This is the seventh in a series on 10 keys to High Performing Teams. You can see the original post here. This one looks at the importance of valuing and recognising people’s diverse, individual gifts and strengths. We are each
Keys to high performing teams part 6 – Daily accountability conversations
This is the sixth article in a series on 10 keys to high performing teams. You can see the original post here. When organisations want to lift performance, often the first strategy that comes to mind is to set goals – perhaps
Keys to high performing teams part 4 – Good relationships
This is the fourth article in a series on 10 keys to high performing teams. You can see the original post here. The links between productivity and workplace relationships are so obvious they hardly need spelling out. You are much
Gandhi and the politics of blame
The birthday of Mahatma Gandhi, October 2, is a good time to reflect on the theme of leadership and how politics can be a great force for good. I write as a bitterly divided US congress has led to the
Keys to high performing teams part 3 – Align personal and organisational goals
This is the third in a series of posts exploring 10 keys to getting high performing teams. This one looks at the third key: aligning personal goals with organisational goals. A recent article in Fast Company magazine made some interesting
The Daring Greatly Leadership Manifesto
From my own learning and observations, one of the biggest barriers to trust in the workplace, and by extension to productivity, is the habits of blame and shame that manifest into toxic blaming and low-trust cultures. Brené Brown has been
Fool-proof employee driven engagement
My colleague and friend, Ian Berry, creator of the Enhancing Their Gifts System, has produced a White Paper on Fool-proof employee driven engagement. It is 12 pages of passion and sound advice drawn from Ian’s 20 years experience in this
Keys to high performing teams part 2 – Crystal clarity on roles and responsibilities
This is the second in a series of posts exploring 10 keys to getting high performing teams. This one looks at the second key: getting crystal clarity on responsibilities and what is expected. I’m a keen amateur photographer and I