Quick decision-making is one of the hallmarks of an agile company.  But making fast decisions is easier said than done. A recent McKinsey and Company article looks at three types of decisions and offers ways to speed up the process. For Big-Bet decisions made at the very top, like making an acquisition, spur productive debate.  Assign someone to argue […]

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Is your company good at diagnosing problems? According to the Harvard Business Review, 85% of C-Suite execs at 91 private companies in 17 countries believe they are bad at uncovering the actual problem. They feel this flaw comes at a high price. Thomas Wedell-Wedellsborg, recommends these tools for reframing problems before diving into solutions. Establish […]

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Think about something you’ve learned. For example, how to manage meetings, make effective presentations, write well, play tennis or golf. How to be a good listener, a great salesperson, teacher, parent or surfer. Whatever you know how to do today, you’ve learned it by degrees. I call it learning in layers. The first layer of […]

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  Dear Teressa, My boss is an excellent manager and a very inspirational leader. However, I have a colleague, who I think is a good person, but who seems to very much resent this boss. This colleague is also very good friends with my boss’s boss. The colleague is now making life very difficult and […]

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Recently I heard a quote that got right to the heart of conflict and how to resolve it.  I’m paraphrasing, but it was along the lines of “conflict does not rise out of a clash of good and bad, it arises out of a clash of good and good.”  In other words, each conflicting party […]

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To get clear about the best way to effectively address a specific performance or behavior problem, the first step is asking yourself which course of action the problem calls for? Is feedback sufficient?  You simply describe the person’s behavior and its impact. Is coaching more appropriate?  You work to strengthen performance through teaching, training and […]

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To get clear about the best way to effectively address a specific performance or behavior problem, the first step is asking yourself which course of action the problem calls for? Is feedback sufficient?  You simply describe the person’s behavior and its impact. Is coaching more appropriate?  You work to strengthen performance through teaching, training and […]

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