Leadership
The Fundamental Lie about Right to Work…
February 12, 2009 | 
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Photo by Matte
…is the one you tell yourself every time you work a second of overtime or don’t look for another opportunity when the one you’re in is circling the drain. While the fact may be, the reality is that salaried workers don’t come together in the workplace in a way that’s transactional. That’s to say, they form ongoing relationships. The work is based on larger objectives. People arrive every day and work towards a larger goal. Moreover, organizations encourage them to participate in a way that makes them a part of the greater good. The brain can’t keep “this could be gone tomorrow” and contribute meaningfully at the same time. Why else do people work overtime in an age that doesn’t provide comp days, overtime, promotions or bonuses? It’s because they get something out of it that isn’t monetary.
Do you Kill Your Credibility At the Handshake?
Another way to kill the cred is not brushing - photo by Jim Frazier
Has this ever happened to you?
You sat across from an executive at a business meeting or company event. You had a nice chat. Maybe you even heard about their last vacation or what’s been going on at a big picture level in the company. Fast forward two weeks.
The Showdown Between Values and Results
Photo by David Sim
Recently, here in Dallas, TX, there was an enormous controversy over the firing of a basketball coach. This coach worked for The Convent School, a local Christian academy, and under his tenure, the team made its first “final four” appearance in its history. You may have heard about it; the story went national after the Dallas Morning News reported on the 100-0 drubbing of the Dallas Academy’s girls basketball team.
Quit Allowing Conflict to Derail your Productivity and Start Using it to Create! Part 2
Yesterday, we examined our four camps of conflict:
- Camp A believes very strongly in their point of view.
- Camp B believes very strongly in their point of view.
- Camp C is completely disengaged and isn’t participating in the discussion but plans to quietly sabotage any change efforts through lethargy.
- Camp D can see both sides and refuses to take a stand one way of the other.
50% of the Workforce Cannot Form a Trusting Relationship: What now?
Last year, I read Train Your Mind, Change Your Brain by Sharon Begley and came across the concept of Attachment Theory and had a Vivid Epiphany about why larger workplaces can be so dysfunctional, about why mistrustful and judments abound once an organization reaches a certain size.
Since then, I have amassed materials from several universities. The concept is fascinating, and I believe it is pivotal to transforming organizations into thriving, profitable communities of creative thinking.
How to Get Real Performance Out of Your Performance Management
Image by Scott Maxwell
Yesterday, we talked about the most common way larger organizations set about the performance management and how it demotivates rather than focuses on success. Today we’re going to talk about how you as a leader can be that Calibrator of Accountability and Responsibility™ (by Legacy Leadership), and create meaningful and motivating objectives in your organization.
Posted in Leadership | 
Tags: Action Coach, Brain-based Coaching, business coach, Carolann Jacobs, coach, coaching, Extraordinary Results, facilitation, Increased Productivity, Inimitable Leadership, Inspired Workplace, Leadership, Legacy Leadership, Neuroleadership, neuroscience, performance, performance management, Plasticity | 
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Is Performance Management Killing Performance?
“Goals without a vision are just a task list.” ~ Ken Abrams, Top Coach Consulting
We set goals to take us somewhere greater, and without that strategic plan, we’re just chasing after to do’s on the road to nowhere.
Photo by Terry Shuck
Posted in Leadership | Tags: Action Coach, Brain-based Coaching, business coach, business coaching, Carolann Jacobs, coach, Extraordinary Results, facilitation, goals, Inimitable Leadership, Inspired Workplace, Leadership, Legacy Leadership, Neuroleadership, neuroscience, performance management, Plasticity, strategic plan, strategy, vision | No Comments »
The Biggest Mistake I Made Trying to Reward Peak Performers
Photo by Tina Lawson
Several years ago, I was sitting in my VP’s office after my team spent a grueling year implementing a doomed-to-failure-from-the-start software project. Over the course of time and two divorces. it had been reduced and re-reduced into something achievable, and we were discussing how to reward the team for less than $100.
Unless we stuck to the $1 Value menu, the team dinner was definitely out. My VP mentioned T-shirts.
Would Disclosing the Salary Secret Explode Your Organization?
Photo by Opacity
Do you remember the days when car shopping was fraught with stress because when it all came down to the price you paid for the car came down to how well you negotiated? Back in the day, all the buyer had to work from was the MSRP, which nearly everyone knew was thousands more than the car would sell for, and would it surprise you to know that pre-internet women and minorities paid on average 2% more than white men?
Save The Day With Collaboration
Photo by Stavros Markopoulos
Today, I want to take a look at Best Practice Number 2 from the Legacy Leadership® model (this is the model that serves as the foundation for my Inimitable LeadershipTM series of group masterminds). This best practice states that a leader is a “Creator of Collaboration and Innovation.”
