Category: Decision Making
Are you frustrated by the ineffectiveness of many of your meetings? Do you find that your team cannot seem to make a final decision on seemingly basic business questions? Do the same issues continue to resurface? Does there not appear to be real commitment to the decisions that do get made? Do you make decisions…
In my previous article, Are You Failing the Most Important Customer: “The Employee?” we addressed the question, “If you considered the people that worked for you as your largest and most important customers, would you behave toward them or see them any differently than you do today?” I addressed two issues I think all organizations…
Do you believe your entire team trusts you? How do you know? If you could increase their trust level would it increase performance? If you pay attention, you will notice that you expect everyone to trust you all the time while you give only varying degrees of trust to everyone else. Interestingly, your team operates…
If most of your meetings occur with little debate and no discomfort, you probably are having ineffective meetings.
To improve the effectiveness of your meetings, name each meeting.
To improve the effectiveness of your meetings, think about the time you allocate to each meeting and, more importantly, to each decision and issue you want to address.
To improve the effectiveness of your meetings, first think about the decisions and outcomes you want to derive from the meetings, and then work backwards.
Every time you reschedule, cancel, miss, or are late to a meeting, you generate direct and/or indirect costs and build a negative personal brand.
Entrepreneurs have to drop their “fire, ready, aim” decision style and surround themselves with people who are not quick to make decisions without getting all the information they need.
Offering employees a say in the decisions that affect them is one of the best tools for engaging their hearts, minds and souls so they are motivated to give their all – and to make better choices as a company. However, many business leaders have let employee engagement fall by the wayside while trying to navigate the post-recession economy – and inadvertently made it harder to achieve the results they want.