In my coaching work, one common issue I see – especially in newly minted managers – is learning how to be successful in delegation. That’s not to say that these managers aren’t comfortable or are unwilling to delegate; most are more than happy to hand off assignments to their various team members. The problem is more of learning not to simply delegate tasks, but to delegate responsibility to those they lead.

One clear example of this form of delegation is problem-solving. Given how most managers are promoted to these positions based on their past accomplishments and level of expertise, it’s only natural that they feel responsible for trying to solve whatever problems their team encounters. Besides, it’s hard to turn people away who come to you asking for your help as this is a sign that they not only value and respect your insights, but that they trust your abilities to help resolve the situation.

Unfortunately, what this inevitably creates is a culture where, at best, your employees have an unwanted dependency on management to fix problems when they arise, or at worst, employees who basically clock-out when they arrive at work because the organization’s culture has removed any expectations on them to contribute their own problem-solving capabilities to the process.

Instead of being the go-to person for when your employees encounter an obstacle, why not be the leader who empowers them to solve it on their own? Why not give them the resources to solve the problem instead of allowing them to leave it on your plate? By implementing the four steps below, you can create a culture that not only promotes delegating more than just basic tasks, but one which encourages your employees to be active participants in your organization’s problem-solving process. Click here to continue reading »”Creating A Culture That Promotes Problem-Solving Delegation”

Whether you’re a fan of the NBA or not, it’s hard not to take notice of the story of Jeremy Lin, a basketball player who in two weeks went from being the back-up for the back-up players, to a celebrated point guard for the New York Knicks. In most business circles, Jeremy Lin’s story has served as a powerful reminder of the hidden talent that lies dormant in so many teams and organizations, waiting for that moment when they can finally bring their talents out into public view.

Unfortunately, the key point that’s not getting enough attention is the role leaders play in finding and developing such talent within their workforce. Specifically, how it’s up to an organization’s leadership to create an environment where such hidden talent can not only be discovered, but encouraged to thrive and bloom.

Consider, for example, the fact that Lin hadn’t received a basketball scholarship, he wasn’t drafted after he graduated from Harvard, and he was cut by two other NBA teams before he got the third-string position with the New York Knicks. In each of these cases, what we’re seeing is not simply an oversight in discovering Lin’s hidden talent. Rather, what’s at play is a failure in leadership to provide opportunities which would have allowed Lin to demonstrate his abilities.

Although the article “What Makes a Good Boss” is meant to highlight the traits and behaviours necessary to be an effective leader, the skills and attributes shared in this piece also serve to remind us of the role leaders play in discovering and nurturing hidden talents like Jeremy Lin within their organization. Here are two in particular which help to illustrate this point: Click here to continue reading »”The Role Leaders Play In Discovering Your Organization’s Hidden Talent”

These days, everyone is talking about the importance of innovation to an organization’s future, but what exactly does it take to be innovative and how do we start? That’s the basis of my conversation with business strategist and author Andrea Kates in this latest episode of “Leadership Biz Cafe”.

Andrea is the founder of the Business Genome project and has led more than 250 business innovation initiatives with a variety of organizations, including Royal Dutch Shell (Asia-Pacific), Audi, Allstate, Continental Airlines, KPMG, and OnStar. In her bestselling book “Find Your Next: Using the Business Genome Process to Find Your Company’s Next Competitive Edge”, Andrea shares her insights into the various business elements organizations need to employ if they are to create new innovation opportunities in the face of today’s competitive, global market.

Over the course of our conversation, Andrea and I discuss -

• What organizations really need to do to be innovative in today’s global market.
• What the creation of the Cool Ranch Doritos brand can teach us about the innovation process.
• The four steps leaders can implement today to initiative innovation in their organizations.
• How employee recruitment and culture play a key role in fostering innovation in today’s organizations.
• Why leaders need to look beyond focus groups and market studies to find their next innovation.

As I mentioned at the end of the show, Click here to continue reading »”Leadership Biz Cafe Podcast #6 – Andrea Kates on Fostering Innovation”

When it comes to communicating the vision or goals you have for your organization, few vehicles serve to deliver your message as effectively as the art of storytelling. In fact, some of the most respected leaders have relied on storytelling to not only communicate their vision, but to encourage their employees to embrace the changes being put forth by their organization’s leadership.

For example, former IBM CEO Lou Gerstner used his man-on-the-outside perspective to introduce new stories that not only communicated why changes were needed to ensure their competitiveness, but of how his employees could play a part in creating this new reality.

Zappos CEO Tony Hsieh, on the other hand, used the story of the struggles the company endured going from simply being an online shoe retailer to a company that “delivers happiness” to remind his employees of how their culture and values help them to fulfill their shared purpose.

Unfortunately, despite the obvious benefits that comes from using storytelling to communicate a message or idea, these two leaders are among only a handful who use this medium to share their vision or purpose with their team. One reason behind this is that most leaders Click here to continue reading »”How To Create The Story Behind Your Organization’s Purpose”