Good Metrics vs Worthless Ones, Part Two

(Warning – this post might get a little snarky. Well, okay, a lot snarky.) In my last post, I hammered on the idea that a metric is not a goal. I got a little bit of pushback on that, so let me briefly reiterate my point. If I wasn’t clear enough (which is entirely possible)Continue reading “Good Metrics vs Worthless Ones, Part Two”

Good Metrics vs Worthless Ones, Part One

Maybe it’s just that time of year, but I am somehow getting into a lot of discussions about metrics. Sales metrics. Compliance metrics. Safety metrics. Evaluation metrics. And on and on… What is grabbing my attention is how I often I am seeing worthless metrics. And by worthless, I mean devoid of worth/value/utility. Sure theyContinue reading “Good Metrics vs Worthless Ones, Part One”

Management vs Leadership, Part Two

As I continue my rant thoughts about the difference between management and leadership, let me recap the core difference between the two concepts. Management is about optimization and leadership is about transformation. So, if you don’t mind, I’d like to stop using the terms manage/management and lead/leadership for now. I get too many reactions from peopleContinue reading “Management vs Leadership, Part Two”

Management vs Leadership, Part One

For this post, I’d like to take a shot at a very sacred cow (at least for some folks) – management vs leadership. Frankly, I can already tell this is going to take more than one post, so let’s call this part one. Personally, I’ve been talking about the topic of management vs. leadership forContinue reading “Management vs Leadership, Part One”

Happy 2016… Now, Stay On Course

Well, your first week of 2016 is over. Gone. History. What new thing did you accomplish? Is it enough? If you are like me, the little dictator voice in your head is constantly talking, constantly demanding “more.” This year, I told the little dude to shut up. Not in the sense that I don’t wantContinue reading “Happy 2016… Now, Stay On Course”

Killing High-Performance Teams, Part Two (AKA the priority problem)

In my last blog post, I tackled the effect that a lack of clarity has on high-performing teaming. The short summary of it is this: take away clear goals and clear roles and you will only get broken processes, poor performance, and a ton of unnecessary stress. In this follow-up to that post, I wantContinue reading “Killing High-Performance Teams, Part Two (AKA the priority problem)”

Killing High-Performance Teams, Part One (AKA the clarity problem)

If you or your team struggle with stress, you have a clarity problem. If you or your team struggle with conflict, you have a clarity problem. If you or your team struggle with broken processes, you have a clarity problem. If you or your team struggle with consistent underperformance, you have a clarity problem. Why do I say theseContinue reading “Killing High-Performance Teams, Part One (AKA the clarity problem)”

The 4 EASIEST Ways to De-Motivate People

I just spent a couple of weeks with some great sales folks and their managers. And, as is often the case, I got into a side conversation about one of THE MOST IMPORTANT FACTORS of driving high performance: motivation. It’s classic, right? If you are the leader of a group of people – especially inContinue reading “The 4 EASIEST Ways to De-Motivate People”

Managing Motivation

If you are someone who is responsible for a high-performing team, check out the full podcast I recorded with Lynn Hidy (@UpYourTeleSales) and Babette Ten Haken (@BabetteTenHaken) – plus some extra thoughts from Babette on her blog about motivation in general. Here are some highlights from our conversation: What is the definition of motivation? It’s what drivesContinue reading “Managing Motivation”

When Leaders Resist Change

I recently saw this quote from Laszlo Bock, the head of HR at Google (@LaszloBock2718): “Most organizations are designed to resist change and enfeeble employees.” Wow. That comment just struck me. I mean, seriously? MOST organizations? I have worked with a bunch of organizations, from profit to non-profit, from tiny to Fortune #1. And IContinue reading “When Leaders Resist Change”