All executives start off their year with the best intentions. “This year will be better.” “Our results will be higher.” They set annual goals. They coach their people periodically. They may even have an annual retreat to kick off the year. Yet they don’t leverage one key thing that Facebook does to ensure that their team turns their January dreams into a reality.
Most goals are set once at the beginning of the year. My experience with these annual goals at work is that they are… Read the full article >
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You can group co-workers together without much forethought, but don’t expect that group to magically turn into a team. Strong teams are built on a foundation of trust. In baseball, clear communication between pitcher and catcher is indispensable to dealing effectively with batters. Hand signals given by the catcher indicate whether the pitcher should deliver a fastball, curveball, slider, or changeup pitch. A substantial amount of trust must underlie this relationship.
Teams function at their best when communication and trust are strong.
In the workplace, lack of trust among team members… Read the full article >
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Much of what is called teams in workplaces are merely groups. Groups whose behavior seems quite arbitrary and whose members don’t necessarily have any allegiance to each other. With lack of allegiance comes siloed thinking, the politics of power rather than the politics of accountability, and an underwhelming pace and quality of work.
But teams are different. A team is a collection of people who are mutually committed to the team itself and to achieving the team’s goals. Additionally, teams have a sense of mutual accountability, something groups usually don’t have.
Another way to look at it: If a… Read the full article >
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Usually, companies hire or promote people into leadership roles because they think they are smart. They have demonstrated through previous jobs that they know how to deploy their smarts to solve business problems, and then they are given a leadership job. This is not true at Google, Apple, or Facebook. They appoint leaders who are in fact the dumbest people on the team.
This is not a political strategy so that they can let others make decisions and then… Read the full article >
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Mediocre leaders focus on having their teams perform carefully proscribed functions for pay. But those companies that excel, those that create extraordinary results in the challenging world of business, are those whose leaders raise the bar to exceptional heights with aspirational ambitions. Aspirational ambitions are established by smart leaders who understand the nature of people. They know that creating something beyond the ordinary requires focusing people on the extraordinary.
The Nature of People’s Mind
According to Harvard… Read the full article >
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