Signs of low performance—missed deadlines, stalled goals, low motivation—aren’t “people problems”; they’re alignment problems. Improve team alignment with clear quarterly goals and frequent 1:1s that build accountability, sustain motivation, and keep performance on track.
Welcome! My blog offers for practical leadership resources to help you build stronger, more productive, and more resilient teams. Leadership is not innate. It is a set of skills that, practiced daily, promote cooperative, steady focus on what matters most. Good leaders know how to diagnose and tamp down distractions. They build a positive team culture where everyone feels respected and has the opportunity to grow. In this way, they inspire whole teams to collaborate and pursue even ambitious goals.…
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When leaders build trust, demonstrate confidence, and practice empathy, team alignment becomes possible. Key Takeaways Team alignment drives performance. Here’s what matters most: Team alignment is what happens when everyone is working to achieve common goals with the least possible amount of friction. The result: great teams that pull together to exceed expectations. There is no wasted energy protecting turf, fighting internal battles, or advancing personal agendas. Instead, everyone is working hard and enjoying group success. Alignment at Work is…
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Everyone wants influence at work, whether it’s with their boss, their team, or colleagues across the organization. The question is: what’s the best way to earn it? Influence is a subtle art. Sometimes even when you have the best advice, pushing too hard can backfire. In this post, I’ll explain what influence really is, how it works, and why it so often goes wrong. What Influence Is Influence at work is about advocating for an idea—not issuing a command. Many…
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If you’ve ever walked out of a meeting thinking, “Why am I doing all the thinking?” the GOOD model of conversation is for you. It’s a four-step coaching approach—Goals, Options, Obstacles, Do—that turns managers into coaches. When someone asks for advice, it’s tempting to tell them what to do. However, telling people what they should do is micromanaging and judgmental. Instead, the GOOD model offers an easy way to take a coaching approach, using questions to guide them forward. Why…
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When you want to get buy in, usually you are advocating for a change. Here is a process to help you manage one of the most complex challenges that leaders face.
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Getting your team to take ownership of their work seems like a simple idea, but getting it done can be harder than one might think.
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