Archive for "High Performance Teams"

What Does Your Manager Really Want? How To Become A Top Performer By Joseph Folkman Accountability • Execution • High Performance Teams • Leadership

March 19th, 2020 by Spencer Penhart • leave a comment

Most people at some point in their lives feel that they haven’t received the recognition they deserve. They might be asking the question, “What does it take to get promoted around here?” or “I am working harder and longer than others in my group, but how do I get my manager to notice?”

To better understand what managers are looking for on their teams, my colleague Jack Zenger and I gathered assessments from 9,356 leaders. Each assessed their direct reports on the 48 behaviors found to have a significant impact on performance outcomes. They also provided two ratings of performance: effort and overall performance. We selected those individual contributors who were rated by their manager as being in the top 10% on both items, which added up to 26% of the individual contributors.  Click here for the full article.

The 5 Leadership Essentials – Harvard Business Review By John Hall Accountability • High Performance Teams • Leadership

March 18th, 2020 by Spencer Penhart • leave a comment

If you’re reading this, I’m sure you experienced the consequences of not taking responsibility as a child. I’ve heard stories of parents throwing away a child’s favorite toy because it wasn’t picked up. Others were grounded or forced to miss a field trip because they didn’t ask their parents to sign the permission slip. Others who didn’t do their chores couldn’t earn an allowance or do something fun, like have a sleepover at a friend’s house.  Click here for the full article.

The Future of Leadership Development by Mihnea Moldoveanu and Das Narayandas Generations • High Performance Teams • Leadership

February 19th, 2020 by Spencer Penhart • leave a comment

The need for leadership development has never been more urgent. Companies of all sorts realize that to survive in today’s volatile, uncertain, complex, and ambiguous environment, they need leadership skills and organizational capabilities different from those that helped them succeed in the past. There is also a growing recognition that leadership development should not be restricted to the few who are in or close to the C-suite. With the proliferation of collaborative problem-solving platforms and digital “adhocracies” that emphasize individual initiative, employees across the board are increasingly expected to make consequential decisions that align with corporate strategy and culture. It’s important, therefore, that they be equipped with the relevant technical, relational, and communication skills.  Click here for full article by Mihnea Moldoveanu and Das Narayandas

Leadership Trends: Lead The Disruption 2020 Execution • High Performance Teams • Leadership

February 18th, 2020 by Spencer Penhart • leave a comment

During a time of ongoing organizational disruption, I encourage leaders to explore how the rapid change can serve as a pointer and inspiration to help them envision futures that were not possible as recently as last year. Each disruption opens another door to opportunity across a broad range of industries.

This annual trend summary looks at what I think are the most important business drivers to consider over the next three to five years.  Click here for full article by Maureen Metcalf

Five soft skills you need to be a better leader in 2020 By Bas Kohnke Accountability • Execution • High Performance Teams • Leadership

February 17th, 2020 by Spencer Penhart • leave a comment
How do we determine what it means to be a leader? What are the qualities, and how do you demonstrate your leadership?

Traditionally, leadership was seen as very top-down, with CEOs and other executives in their corner office ivory towers. Leadership was telling people what to do, in a convincing way. It was about giving direction, and mostly, it was about leading in a non-collaborative fashion. Employees’ opinions were not considered important for input on company decisions or direction. Of course, there were boards of directors, executive committees, etc. so that one person wasn’t calling all the shots on their own, but leadership was traditionally reserved for a small group of people who had worked their way through the ranks. Leadership was about power. Click here for full article by Bas Kohnke.

Employees Need Purpose More Than Pay To Be Happy And Productive By Danielle Brooker Accountability • Generations • High Performance Teams • Leadership

January 27th, 2020 by Spencer Penhart • leave a comment

When you scroll through Glassdoor’s list of the UK’s top companies for work-life balance, the reasons employees cite for their rating consistently are because of the culture, work environment and flexibility of their employer.

There are numerous studies that show the importance of employee happiness, and how this contributes to workplace productivity. In a Harvard Business Review article on the value of happiness, Shawn Anchor, a world-leading expert on the connection between happiness and success says that “Happy employees are more productive, more creative, and better at problem-solving than their unhappy peers.”  Click here for full article by Danielle Brooker

What Employees Really Want At Work By Alan Kohll Accountability • Execution • Generations • High Performance Teams

January 28th, 2020 by Spencer Penhart • leave a comment

Throughout the years, employees’ desires and demands have evolved, and it can be challenging for companies to keep up. Employers are bombarded with a wide range of trendy tips for keeping different generations of workers happy. But when it comes to attracting and retaining top talent, employers need to understand what employees really want from a company. While we all know that competitive pay and good benefits factor into an employee’s decision to join and stay at a company, there are many other overlooked desires that are more important than a paycheck.  Click here for full article by Alan Kohll

How To Boost Workplace Morale At Your Business By Mike Kappel Accountability • Execution • Generations • High Performance Teams • Leadership

January 29th, 2020 by Spencer Penhart • leave a comment

From time to time, workers get drained. They don’t want to look at another report, computer screen, or spreadsheet. If your employees look like zombies at your small business, they might be suffering from low morale at work. It might be time to take a look at your company and boost workplace morale.

I’ve seen people with consistent low morale. Before I was an entrepreneur, I had an engineering job at a large, industrial manufacturing company. And on the factory floor, the workers absolutely hated going to their jobs every day. They looked like lifeless drones when they came to work at 7:00 a.m. If this sounds like your small business, you need to implement employee morale boosters.  Click here for full article by Mike Kappel

Development is key to staff retention, according to research By Hywel Roberts Accountability • Execution • Generations • High Performance Teams • Leadership

January 30th, 2020 by Spencer Penhart • leave a comment

Employers are struggling to retain control over developing their workforces, as employees attempt to free themselves from paternalistic organisations and seek career autonomy, a report from BlessingWhite, seen exclusively by HR magazine, has found.

The team behind Navigating Ambiguity: Career Research Report 2014 surveyed 2,000 employees and business leaders from all age groups. They were asked about their career intentions, the level of input they want from their employers and the way employers are trying to adapt to changing attitudes.  Click here for full article by Hywel Roberts

The Future of Leadership Development By Mihnea Moldoveanu and Das Narayandas High Performance Teams • Leadership

January 17th, 2020 by Spencer Penhart • leave a comment

The need for leadership development has never been more urgent. Companies of all sorts realize that to survive in today’s volatile, uncertain, complex, and ambiguous environment, they need leadership skills and organizational capabilities different from those that helped them succeed in the past. There is also a growing recognition that leadership development should not be restricted to the few who are in or close to the C-suite. With the proliferation of collaborative problem-solving platforms and digital “adhocracies” that emphasize individual initiative, employees across the board are increasingly expected to make consequential decisions that align with corporate strategy and culture. It’s important, therefore, that they be equipped with the relevant technical, relational, and communication skills.  Click here for full article.