Research findings across a variety of industries and organizations indicate that a strong management team is a key ingredient of organizational performance. While this claim might sound straight-forward, recent examples from the corporate and public sector show that it is incredibly difficult to build and develop a management team that functions well. In this blog post, we take a look at six signs of an ineffective management team that threatens organizational performance in this article.
Diversity, and the need to productively diversify, presents ongoing dilemmas in the professional world. Numerous fields that were previously relatively homogenous are slowly achieving greater parity in terms of race, gender, disability status, and other sources of distinct experience (Bijak et al, 2007). As organizations change in their demographic composition, a variety of growing pains can occur. This is particularly the case in organizations that have not prepared or adjusted for their changing workforce and its needs.
I attended an instructor led leadership training session a couple of weeks ago. The training was well-organized, the training material of good quality and the trainers applied various training methodologies such as presentation sessions and interactive group work activities. However, there was one thing that really struck me.
Money makes the world go round? No way. Motivation makes the world go round! Motivation is an invisible force hidden in every single one of us. It’s the fire in us that determines our actions and decides where we invest our time and energy. We are motivated to a greater or a lesser extent depending on our respective daily condition, the environment, and interests. At times of high motivation, even difficult tasks can be a piece of cake and we are able to achieve incredible things. What’s behind the motivation mechanism? How can we increase motivation based on scientifically substantiated findings? We will get to the bottom of these questions in our current blog.
Whatever the industry, there are certain elements that all high performance teams (HPTs) have in common. When building a HPT, the onus is not only on the employee but on leadership as well. In some regards, HPTs are born. In other ways they are selected, shaped and refined. Of course, a good working definition of what a HPT is and some prerequisites are necessary in order to achieve one. A high level of interpersonal skills are required to get the job done.
Leadership is a phenomenon that has interested people for hundreds of years. One rather outdated explanatory approach still plays a prominent role in practice and the media in particular: The so-called Great Man Theory. In this blog we present what this theory is all about and why it is time to look for alternative approaches.