What you don’t know…
When I work with general managers to help them get their organizations executing better, the first thing I do is talk to their team.
…First, I talk to all their direct reports.
…Then, I also have some
1-1’s or focus groups with their mid-level managers and their employees. Read More
Every month I do a webinar on a topic of business leadership
as part of my membership program.
This month’s webinar was on
Ruthless Priorities & Strategy.
(Get invited to future webinars)
If you missed it, you can download the podcast! Read More
Are we still doing this?
How can you make sure you are still making progress on that goal you committed to in that offsite meeting 6 months ago?
In my work with management teams helping them execute their strategy, this issue comes up over and over again.
Last week in my blog I suggested you
stop wasting time having status meetings.
This week I want to extend the conversation suggest you resist the urge to hide in too much complexity and detail.
The reason people and teams fall into this is because complexity can make you feel smart and safe.
If you take the time to collect your team in a room together, the last thing you should do is review status.
Status review meetings
I think this is an organizational habit that takes root when new managers have a staff meeting because they think they should, and then they are not sure what to talk about, so they ask each person to give an update about their work.
Every month I do a webinar on a topic of business leadership and personal effectiveness.
This month’s webinar was on
Delegating to Build Value.
(1 minute video summary)
VIDEO Get the webinar
If you are a member of Azzarello Group, you can
download the webinar for free. Read More
I read a lot of good and useful books that I generally recommend, but most of them did not make this list.
These are the few books that when I read them, fundamentally changed my perspective on business and leadership forever after. Read More
What is a good succession plan?
I find it interesting is that most companies do one of two extremes when it comes to succession planning:
1. Nothing at all
2. A very cumbersome process with lots of documents and checkpoints for multiple candidates which never amounts to anything.
Lesson from the dogs
About a year ago, I went dogsledding in Canmore, Canada.
It was great. And ever since then, when I have a discussion with an executive about their organization, I think back to this experience.
The right team
I’ve said this before, there is no more important thing you can do as a business leader than to build the right team.
The wrong terms
Throughout my whole career I kept hearing discussions about consensus vs. command and they always rubbed me the wrong way…
What actually works was never such a mystery to me.
The problem is that people would talk about consensus or command as the only two choices for management style.