How do you get from a mission statement or a good set of principles to a productive and loyal organization? The answer lies in your willingness and ability to be supportive.
To show that you are there to get the work done and lend a hand by providing assistance whenever it is needed because you believe in the organization and people who work there. It also depends on your willingness to let your associates teach you, surprise you, and help you.
Steinbrecher And Associates, Inc. introduces new offerings to their roster of consulting services to help leaders and their teams reach meaningful alignment:
There is always uncertainty when a new leader joins an established team. Both the leader and team members want to make a strong first impression, establish expectations for each other, develop a routine for how they’ll work together, and be certain that they are set up for lasting success.
The most important goal is to accelerate the “getting-to-know-each-other” process so the team can move toward quicker results and deeper engagement. If this process isn’t handled well it has the potential to set the team back. Learn more
During these crazy times it is hard to find the silver lining but I do believe there is one. Here are a couple of things to consider:
Over the past 25 years, I have been coaching managers and executives, and while leadership styles are continually evolving, the day-to-day challenges have predominantly remained the same. Leadership, at its core, has always been about people connecting with people. To put it another way, it is unbiased emotional intelligence skills that set exceptional leaders apart from less successful ones. The problem is leaders are high-achievement, driven individuals. As a result, they tend to use “results-focused” language and to engage people by solving problems as part of meeting goals and realizing expectations.
