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Execution = Vision and Action “Dave, tell me how you would facilitate our off-site senior management meeting?” Kurt was a no-nonsense CEO of a west coast commercial bank, with an MBA from Harvard.
“What happens at the meeting depends on what you want to happen after the meeting,” I replied. . . . → Read More: Execution – How Effective Leaders Achieve Strategic Goals  5 comments - (Comments are closed)  Commanding execute w. passion and courage, Commitment, execute, Feedback, goal setting, strategy, Visionary strategies The cost of turnover for a typical employee is between 48 percent and 61 percent of the employee’s salary, as discussed in a previous blog ( http://davejensenonleadership.blogspot.com/2009/06/six-hiring-mistakes-good-leaders-make.html ). In that blog, I also revealed the six most common mistakes leaders make during the interviewing and hiring process. These errors are why an average of . . . → Read More: How Leaders Interview and Hire the Best At a meeting yesterday in San Francisco, the leader of a not-for-profit organization was encouraging his managers to define the norms for their team meetings. One of the ideas discussed was to make sure that the meetings minimized conflict. As their consultant, I intervened by discussing the difference between cognitive and emotional conflict . . . → Read More: Leaders Don’t Stop the Good Fight Managing conflict begins by understanding that the word “conflict” derives from the Latin word conflictus – a striking together. When two people have conflict, they can either strike together by tackling an issue together or strike together by butting heads. The problem with many teams is that they don’t distinguish between helpful and . . . → Read More: How Leaders Use Helpful Conflict – Part II Managing conflict begins by understanding that the word “conflict” derives from the Latin word conflīctus – a striking together. When two people have conflict, they can either strike together by tackling an issue together or strike together by butting heads. Many leaders don’t distinguish between helpful and hurtful conflict – cognitive from emotional . . . → Read More: How Leaders Use Helpful Conflict – Part I |
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