The Domino Effect

Team members rely on each other. When everyone does what they commit to doing, the results can be fabulous. On the other hand, if one person neglects to hold up his or her end of the bargain, it can create a domino effect where the house of cards tumbles down.

If your organizational structure is built around teams, as the leader, it’s your responsibility to make sure that the teams function to their best advantage. There isn’t room for prima donnas, lone rangers, or slackers. They need to understand that no matter how talented they are, they will drag down the team if they behave in such fashion.

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Your Employees Are Not Clairvoyant

Does your team have clearly defined roles, responsibilities and expectations for performance? If it doesn’t, it’s a recipe for confusion and misunderstandings. Think about it: if people don’t have clarity about what their supposed to do and how they’ll be evaluated, they’re walking around in the dark.

Consider these examples

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Relax – Relate – Release

I was standing in line at the pharmacy and the man in front of me was disruptive and disrespectful to the person helping him. After he left, she and her co-worker were commenting on what had happened. As I approached to get my prescription, she greeted me, zen-like, saying “Relax – relate – release.”

Of course, I was immediately drawn in, and wanted to know more about this mantra. Had they had customer service training? Did she read about this in a book? Perhaps she had seen something on the internet?

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Do You Think You’re Always Right? Well, Think Again…

I was facilitating a management offsite with a goal of improving communication among leaders. During the discussion, one of the participants enthusiastically said that she was open to the ideas of others as long as people realized that her opinions were the right ones.


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Leaders on Parade

One of the questions I’ve received over the years is whether a leader needs to be “on” all the time. When the question arises, it’s usually because the person is uncomfortable needing to be “on” when they are not officially on the job.

In a nutshell, yes, you need to be on. Like it or not, it’s almost like being “on parade” when others watch you from afar.

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Workplace Drama

How often does your staff create distractions with an avalanche of finger-pointing and accusations? “He said” this and “she did” that and “I don’t know anything about this” are expressions that pop up.

If you hear these types of phrases occasionally, it’s normal and controllable. But if these expressions occur regularly or increasingly over time, you may be a party to workplace drama.

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Prepare and Practice

“Repetition of the same thought or physical action develops into a habit which, repeated frequently enough, becomes an automatic reflex.”
– Norman Vincent Peale

Earlier this year I conducted a management development program for a client. Last week, we had a follow up video call to answer questions, reinforce the content, and celebrate successes.

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The Obstacle Course

Leaders are well versed in navigating their way through obstacles. Usually these are fairly easy to accomplish, but every once in a while, you face a doozy.

Many people panic, especially if they are on a deadline. Most of their thoughts are around “how did this happen” or “what did we (I) do wrong?” or “I’m never going to make it on time.”

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“I’ll Get Back to You…”

Famous last words. How many times has someone said that they would get back to you, complete a task, follow up on a lead, or get some information to you. . . and you feel like you’re getting old as you wait to hear back?

Now, in fairness, no one is perfect and certainly there have been times when you’ve not followed up on things, so before you start ranting about everyone else, you might want to look in the mirror.

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