Ever heard the phrase, “employees leave their bosses, not their jobs”? Bad managers are easy to spot, but good managers are more difficult to identify. Because staff engagement is most strongly linked to the behavior of leaders, it is paramount that we recognize what makes a good manager good and a bad manager bad. Read More »
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Results are the what of teamwork, whereas the seven components of the Rocket Model© are the how of teamwork. The relationship between Results and the components of the Rocket Model© is not perfect—some teams do well when they shouldn’t and vice versa. For example, a team may be dysfunctional but have great products or face weak competitors. Such teams, however, will fail when faced with strong competition. Other teams may lose even though they do everything right. Still others may achieve poor Results due to a single, underperforming component of the Rocket Model© (e.g. a team killer, the lack of resources, or poor accountability may prevent a team from winning). We believe that teams need to have at least moderate scores on all seven components of the Rocket Model© if they are to compete successfully. Read More »
“What is your greatest weakness?” Read More »
This past weekend, I made an impromptu trip to Kansas City to be with my grandmother in the hospital after a heart attack. Thankfully, the doctors are confident that the damage can be treated quickly and she may be able to return home soon. Read More »
Here's Bill Gates on leadership. Read More »
Morale can be defined as a group or team’s cohesiveness or esprit de corps. Strong emotional ties, close relationships, and high levels of trust between members are the mark of high Morale. Members of high Morale teams often say they would do anything for their teammates; in some cases (combat teams or firefighting crews), members are willing to die for their units. Conversely, low Morale groups and teams contain members who will easily sabotage others if doing so furthers their own careers. Read More »
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