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DARE Leadership Challenge

Studies show that many leaders who fail do not fail because they can’t get the work out.  They fail because they damage people in the process and fail to keep their minds fresh.  Don’t let this happen to you. Stay fit and sharp for the role you are in and deliver a remarkable experience (D.A.R.E.) and dare to implement leadership moves that have ultimate impact. As you participate in this leadership challenge experience, select one or several suggested actions weekly and transform yourself and your team for good.

Leave your comments below and keep the rest of the challengers informed of your successes, your challenges, and any feedback.  Everyone in the community can learn from one another and push towards greater success in their personal and professional lives.  If you want to send a private comment, go the Contact Us page and send us a private update.

Best wishes on staying committed to the challenge!

Can We Just Get Along?

In every team situation, you will sometimes run into times when team members just can’t get along. One way to tackle personality issues and keep the ship afloat is to have a conversation about how different personality types can work together and better serve the goals of the company. Attached is a style assessment you can use at your next team meeting to get the conversation started. Follow the quick steps below: 

  1. Have your team members click the   link below to take the Temperament Assessment at http://www.keirsey.com/sorter/register.aspx
  2. Take a look at “The Four Temperaments”   menu on the www.keirsey.com site to learn more about the different temperaments.

 At your next team meeting, have a  conversation about the different temperament types that exist on the team.

Share Your Comments
If you do this activity with your team,   please share your experience or comments below.

 

The Keys to Employee Engagement

Leaders hire people with the expectation that they will give their all and do their best work for the success of the organization. Sometimes, the employee effort doesn’t always meet the leader’s expectation. At this point, the leader may identify that they have a “disengaged” employee.

Engaged vs. Disengaged Defined

The Engaged
Someone who voluntarily meets expectations to be their best.

The Disengaged
Someone who performs at less than what is expected.

Workplace Engagement Drivers

If disengaged employees exist in your environment, there are factors that can be leveraged to influence their commitment to the organization. These factors are typically called “engagement drivers” because they help create a positive work culture and attract loyalty qualities in your employees. Each factor has a role in creating a postive workplace culture and have the most impact when they are all in place. Take time to review these areas (see below) and identify where your organization is lacking. Survey your population and focus on the specific areas of improvement that your business needs to ignite engagement and positive business results.

engagement model