Beyond Resilience: Givers, Takers, Matchers and Anti-Fragile Systems

“Our focus on removing or minimizing randomness has actually had the perverse effect of increasing fragility.”   How can we work through this  paradox in organizations?  Assistant Professor Adam Grant’s recent works provides insights. As a follow-on exploring the concept of anti-fragile systems that I blogged about earlier, consider the power of Dr. Grant’s recent work on Givers,Continue reading “Beyond Resilience: Givers, Takers, Matchers and Anti-Fragile Systems”

3 Things That Cause Ethical Breakdowns in Workplace Culture: Timing a Reminder is Everything

  Tensions among senior staff in universities seem to be making the news on a regular basis. Examples include leader strife at Rutgers (blame), Penn State (cascade failure to deal with a crime) and University of Virginia (abrupt leadership goings and comings.)

Seven (7) Ways to Respond to Bullying and a Queen Bee

Are you experiencing prolonged harassment?  It may be that you may have just encountered a bully, or, when adding gender into the mix, experiencing an adult “mean girl.” As the number of women in the workforce and in leadership increases, stress in leadership roles has naturally affected women, as it does men,  and can include gender-nuancedContinue reading “Seven (7) Ways to Respond to Bullying and a Queen Bee”

The Impact of a Challenging Goal, Parasailing in Key West

If you’re trying to be miserable, it’s important you don’t have any goals. No school goals, personal goals, family goals. Your only objective each day should be to inhale and exhale for 16 hours before you go to bed again. Don’t read anything informative, don’t listen to anything useful, don’t do anything productive. If youContinue reading “The Impact of a Challenging Goal, Parasailing in Key West”

Selecting a Coach: 10 Questions to Ask Your Prospective Coach

Terry “TJ” Wisner interviewed me about how to select a good coach for your needs. I cover the 3-C model of coaching and offer 10 questions useful for deciding who would be great in helping you achieve solid results through selecting a coach for your needs. –Deb

The Pervasive Talent Myths Meet FLOW, Using Your Strengths

The findings cited are common. Consider the Talent Myth not as a myth but as a capacity FACT. Such views that you can be ANYTHING create an economy of self-help seminars, books, academies and plenty of revenue in leadership coaching. One label for this prevailing viewpoint is Blank Slate, a you-can-be-anything view given the proper attitude, support and practice. It is also a recipe for frustration and unhappiness, often limiting full effectiveness and success. Consider a different approach.

Strategic Agility: Adapting to Now & Next

What is Strategic Agility? There’s ample evidence that, no matter how much analysis and planning is done, strategic planning is inherently flawed, quickly out of date, and rendered ineffective due to slow and incomplete execution. This post gives examples as well as an overview of three consultant perspectives highlighting principles of strategic agility and execution including tactical choices for competitive advantage.

Goals: The Finish Line and Beyond

Are your goals strategic? This is the third of three posts in the MCG series focused on the goal stage, after “membership” and “control.” At this stage, teams are fully fit and ready to act, if there is a commonly understood goal and a plan to achieve it. As some leaders struggle in defining clear and strategic goals, tools and approaches are offered.

Control Issues in Teams: How Do You Take Charge?

People don’t resist changes, they resist being controlled… The second of of the MCG series in helping leaders and teams develop skill in order to meet changing goals. Also includes “change AND die,” the Leadership Control model, and “resistance is a resource” references.

3 Steps to Grow Team Performance: Membership, Control, Goal

ANYTIME a functioning group changes in membership including when it forms, status and or role questions arise.  If someone leaves the group, roles shift, the group churns. Small groups are often microcosms of the organization and reflect organizational health in the way they form, grow, perform (or don’t), ebb and end. This post is about howContinue reading “3 Steps to Grow Team Performance: Membership, Control, Goal”