-Regional Director at National Non-Profit Agency
The story ended as they all seemed to end, Terry as the hero. The sales team sat quietly and nodded their heads. The story that Terry had meant to use to inspire greatness in his team, fell flat.
Once in her car, Sandi called Erin to vent. “Has Terry ever made a mistake? Has he ever ticked off a client? Has he ever really been in a situation that didn’t go his way?” Continue Reading…
“We won!!!!” The text message came through as Tim was laying out his guidance to the night shift supervisors. He sent a quick smiley face to his daughter and kept talking.
As he pulled into the garage, he knew his wife would not be happy that he was home again after 7:30 PM. He missed the soccer game, dinner and the baby’s bath time. She wouldn’t understand why he was late, and he still had more work to do tonight. Continue Reading…
Organizational or personal values describe HOW we operate. Many organizations claim to follow certain values because they list them on their websites, or they are on a poster in their offices.
However, many employees will say their organization has values published, but admit those companies do not live by them. Why? I believe there are two reasons:
“At Acme Inc. our core values are Integrity, Trust, Innovation and Community.”
That statement or something similar can be found on just about any organizational website. Most companies and individuals believe having values is important.
They say it. So it must be true…Right?
Just because a contestant on American Idol claims they can sing doesn’t mean they can. Whether in business, in ministry, or in our homes, claiming to have values does not mean I actually have values. Continue Reading…
Over the last 4 weeks I have been sharing my experiences taking over new teams and my insights based on times when I did it well and when I did it poorly. I learned new things each time and believe what I am sharing can help anyone stepping in to lead a new team. The 5 Steps for New Leaders on New Teams are:
Steps 1-3 are all building towards what I see to be the two most important attributes of successful teams: Trust and Culture. Continue Reading…
When a new leader steps onto a new team, they have one chance to get it right. I got it right sometimes and other times I didn’t. The effort I put in up front always paid off later in better relationships and more productive teams.
Over the last two weeks I focused on what to a new leader taking over a new team needs to do in preparation for their first team meeting. I believe there are 5 Steps for New Leaders On New Teams:
Who’s in charge? I’m not. Not as a new leader stepping in to lead a new team. I must move my ego aside and realize that if I want to make things happen on my team. I must rely on influence leaders to drive for awhile.
This is the third in a series of six blogs intended to help new leaders who are about to lead new teams. I gave an overview two weeks ago of 5 Key Steps and began breaking down each step last week. The 5 Key Steps for New Leaders on New Teams are:
I learned many things during 15 years in sales leadership. I took over teams that were high functioning and low functioning. I took over teams that were full of rookies and teams that were full of tenured people. No matter the situation, I always learned more from my mistakes than I did from my successes.
Last week I began a series based on lessons I learned taking over new teams. In that post, I laid out 5 Key Steps for new leaders taking over new teams. They are:
Organizational or personal values describe HOW we operate. Many organizations claim to follow certain values because they list them on their websites, or they are on a poster in their offices.
However, many employees will say their organization has values published, but admit those companies do not live by them. Why? I believe there are two reasons:
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