Every year, I attend the Global Leadership Summit. Over the last two decades, it has been a constant source of challenge, inspiration and encouragement. This year was no different. In the opening session, Bill Hybels shared some of his Hard Fought Leadership Lessons. Today, I want to recap one of those: How do you turnaround a culture?
How do you honor the people in your organization? A couple of years ago, I was making a focused effort to improve in this arena. I knew intuitively different people place different value on various types of recognition. However, to truly honor people, I needed to know specifically what was of value to them individually.
Success is a lousy teacher. The best leaders know this and are always on guard against complacency. This week’s question comes from a leader who has just completed a season of success. She is concerned her team won’t stay motivated. Today’s Challenge: How do you keep your team fully engaged in the wake of success?
I love fielding questions. It’s my favorite part of my speaking engagements. I’m always thrilled when the format and timing works out so I can address the audience’s questions. My desire to speak to your issues is why I love the Today’s Challenge series. Today, someone has asked: How do I respond to complacency on my team?
Last week, I wrote a post asserting that leaders must create change. I stand by that. If you and I can’t create positive change, we won’t be allowed to lead for long. However, there’s another facet of our role. We are also the guardians for what should not change.
In challenging economic times, one of the easiest items to cut from the budget is training and development. The rationale is understandable. Rarely will any organization see immediate negative consequences when training is discontinued. It looks like found money in the budgeting process.
Each week, I respond to a question submitted by a reader. Today’s issue is one I’ve faced more than once over the years. The question is: In an increasingly team-based world, what is the role of the individual contributor?
Two weeks ago, I wrote about our upcoming annual meeting. We were about to host over 4,000 people for a multiple day event. Because I had our upcoming meeting on my mind, I also wrote several posts about the value and power of events. Today, I’ll address the question I’ve received numerous times over the last few days: How do you know if your event was successful?
I leave today for our annual meeting. It’s an event I’ve had the privilege to work on for many years. It’s a small, intimate gathering with about 4,000 members of the Chick-fil-A organization. How do you prepare for big events? Here are some of the keys I’ve found helpful over the years.
I met my wife in 11th grade; we were in Trigonometry together. I’m glad I was there; however, I shouldn’t have been. It became obvious fairly quickly that I was in over my head. Our first ever conversation occurred while looking at the results of our first test. I made a 16… Donna made a 96! She asked me how I got a 16 – I said, “I think they gave me points for getting my name right.”