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Organizations keep throwing talented and intelligent people together…thinking that somehow talented and intelligent teaming will naturally occur.

The error, repeated over and over, is painful to watch.

While you may be frustrated, you aren’t unique if you’re on a team that is somehow dysfunctional.

Broken trust, passive aggressiveness, jaded communications, a lack of accountability and selfish power plays that result in poor problem solving and delayed decisions…all of this is “normal” for many employees.

What makes you special—potentially—is your determination to solve the named problem differentially.

Differentiating your leadership means being bigger than the moment, including:

  • Suspending judgement of the behaviors of others, lest you respond with the same despicable behavior.
  • Assuming innocence while insisting on cultural discipline from yourself.
  • Caring enough about the offending team member to have an honest conversation with them.

The exam isn’t easy:  Will you lead with the standards you’ve set for yourself?

Establish a Human Imperative

Until your team defines and commits to a Human Imperative—the specific thinking or behaviors required to deliver your Business Imperative—you can predict the team will conduct itself in unpredictable ways.

Who must we be—together—to achieve the significant objective in front of us?

I’ve been told that question is too odd, too uncomfortable to consider in the workplace, though never by leaders who deliver transformative outcomes.

They know: Operationalizing a Human Imperative activates a consciousness, an integrity and intentionality that brings the full attention of team members to the moment.

This moment: Where we prove to ourselves we are capable of significance—together.

BUILD THRIVING, SEAMLESS ORGANIZATIONS

BUILD THRIVING, SEAMLESS ORGANIZATIONS

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