- Project Manager in Oil and Gas Industry
A man came to my house the other day asking for work. I handed him a hammer and some nails and told him to build a tree house for my kids.
In fact, I gave him every tool he needed to complete the job. He should be able to build the tree house if I give him the right tools, shouldn’t he? Not necessarily… Continue Reading…
They just stood there! When the captains left the court, none of the other players stepped forward to lead. It was funny. It was sad. It was telling. Communication broke down and chaos ensued.
I was watching a high school girls sporting event. Unfortunately, I have seen this in the business world too. When the leader is gone and nobody steps forward, a bump in the road can cause a relatively smooth running team to end up in a ditch.
Dave Anderson discusses HOW to develop leaders within your team, with Gordon Curphy best selling author of Leadership-Enhancing the Lessons of Experience.
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I love my iPhone. I resisted it for a time. But now I know I can find just about anything I want at anytime of day, right on my phone. The iPhone and other smart phones feed right into my need for instant gratification.
Our world allows us to find just about everything with just a few touches of a hand held device. But, a smart phone cannot make us into leaders.
I cannot become a leader by downloading an app. That seems obvious as I read this. But, it is not obvious to many companies and individuals I have encountered. Continue Reading…
It was 1979 and I was sitting on a slab of concrete in the 90 degree heat at a summer basketball camp. I was about to be in 8th grade and loved basketball.
I wanted to show the coach of the local college that I was willing to do anything to get better. The coach was on the court demonstrating how we were supposed to play good man-to-man help defense. He was sweating like I was, and I loved it.
Though he was young and in his first head coaching job, I thought he one of the greatest coaches alive. His name was Coach Mike Krzyzewski, and he wasn’t just modeling good defense. He was modeling good coaching. Continue Reading…
When Human Resources took over leadership training, I didn’t immediately notice a change. In fact, I felt the leadership development department initially did a good job making the classes more specific to my job than the consultants they had hired in the past.
But over time, a shift occurred. Leadership development became more about how not to get the company in trouble and not about developing the leader. As a result, experienced leaders became ambivalent to training and younger leaders became HR processes experts. Continue Reading…
It had been 12 months since I hired Tracy. During the interview process she wowed me with her passion and drive to succeed. I wasn’t just moderately hopeful for her. I thought she would be doing my job some day!
But 12 months later, that person was nowhere to be found. Tracy turned out to be very average - average work ethic, average skills, and average results. She did her job and that was about it. I rarely saw the passion and drive that made me hire her. Continue Reading…
Now what? After reviewing a stack of resumes, phone screenings, multiple interviews and reference checks, I have hired the best person out there for the job. What’s next?
I could do nothing, roll the dice and hope my new hire reaches the potential I see in them. Or I could eliminate chance and put the odds in my favor.
“I want to do your job someday Dave. Will you show me how to get there?” I loved the ambition and drive Dorothy showed with that statement. But like others before her, she had no clue what the most critical thing she needed to accomplish was before she became promotable.
I had just offered her an advanced position that was one level below management. She wanted to know about her next promotion. I asked her what steps she thought would make her a great candidate for the next level. Her answers were typical, and they were misguided. Continue Reading…
Two companies competing in the same market can have wildly different results. One company will thrive and the other will flounder. Why? Does one company have smarter people? Or better information?
That is unlikely. There is not a shortage of smart people in business today. The people available for businesses to hire have never had access to more education and more information.
Brains and skills abound in most companies. Brains and skills are hired and reinforced through training. Yet some companies lag behind the leaders. Why? The answer is dysfunction not incompetence. Continue Reading…
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