Category Archives: Successfully Managing a Remote Team of Employees

Successful remote team leaders are created, not born. Focus on these 6 basic goals to ensure highly functional and smooth-running teams of employees.

6 Steps To Effectively Address Employee Performance Issues

Employee Performance Issues

In a recent blog entitled The Paralyzing Effects of Poor Performance I discussed the psychological drivers behind why many Leaders become paralyzed in the face of taking action when faced with employee performance issues.

In this post I wanted to share 6 proven steps that if followed, will effectively address any and all employee performance issues a Leader will face while affecting change within your organization in a straightforward and non-biased manner.

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The 6 Truths Of Creating & Building A Strong, Supportive Business Team

Leaders in every organization talk about building the team, working as a team, and “my” team. Yet few understand how to build and create a strong, supportive business team.

Why is this?

Because most skilled company executives and managers are exploring ways to improve business results and rightfully so, view team-based organization structures as the best design for involving employees in creating business success.

No matter what you call your team-building efforts – whether it is continuous improvement, total quality, or lean manufacturing – you are striving to improve results for customers.

Unfortunately, few organizations are pleased with the results their team efforts produce. If this describes your organization, then you will gain a tremendous edge by learning what our experience has shown in helping organizations across North America and Europe to build and create strong, supportive teams.

We call these “truths” because they have stood the test of time.

That is, in our work spanning over 25 years, these truths of creating strong, supportive teams in the workplace continue to re-occur across time, genders, industry verticals, and national boundaries.

The Six Truths to Creating a Strong, Supportive Team are:

  • Truth One: A Sense of Commitment
  • Truth Two: Showing Appreciation
  • Truth Three: Sharing Positive Communication
  • Truth Four: Spending Off-Line Time Together
  • Truth Five: Shared Values
  • Truth Six: Cope with the Unexpected

Let’s review each and provide some practical actions on what you can do to ensure success in your quest for creating a strong, supportive team in your organization

Read More The 6 Truths Of Creating & Building A Strong, Supportive Business Team

The 6 Truths of Creating & Building a Strong, Supportive Business Team – Part 2

In Part 1 of this article, we started talking about the 6 truths of creating and building a strong, supportive business team, and detailed the first 3 truths.

In this post I’m going to share with you the final 3 truths so you can get started creating and developing your own team using these strategies.

Truth Four:  Spending Off-Line Time Together

group of people with surf boards

Strong, supportive teams make a conscious effort to spend off-line time together.  They know that this type of time helps build relationships and helps to create a feeling of team identity.

Off-line time together can involve eating meals together, participating in community events, celebrating special events, holidays, or just plain “hanging out.”

To spend off-line time together try the following:

6 Critical Domains To Managing Others Successfully

Assigning work to others and telling them what to do is not the same as effectively managing them.Pottery making Rather, managing others requires a set of people skills that, when combined with a strong sense of integrity and professionalism, allows you to work through other people to accomplish important objectives.

As a manager you must encourage performance through motivation and feedback and also hold people accountable.

While this topic can be extremely comprehensive and notoriously difficult to master, we’ve narrowed success in this area down to six key domains of mastery – based on our years of successful client engagements – that if achieved, lead to a consistent and repeatable process for managing others successfully.

We also follow each of the six domains with a link for further reading on that domain that will expand and enhance your ability to manage others.

Read More 6 Critical Domains To Managing Others Successfully

The Paralyzing Effects of Poor Employee Performance…And What To Do About It

Girl Sitting at Desk Looking StressedRecently we were asked to engage with a CEO of a global company who was having a very difficult time coming to a decisive action on one of his direct reporting employees whose performance and track record were very poor.

We were told that he has been wrestling with this issue for close to 6 months and has not been able to take the necessary action – action that would apparently terminate the relationship between this report and the organization.

Now, one would think that at this executive level a decision like this would be old hat. After all, you don’t get to be a CEO of a global organization if you can’t make timely decisions. Yet this type of paralysis is more common than not, whether you’re a CEO or a first-line manager.

So why is this?  Why do bright, assertive, results-oriented leaders often get paralyzed when required to deal with the poor performance of a direct report?

The answer to this leadership paralysis is this: It’s because of their anger and guilt.

Read More The Paralyzing Effects of Poor Employee Performance…And What To Do About It

Leadership Moments: The Magic Move

In this Leadership Moments video, I’ll outline the steps for executing the Magic Move for achieving your top objectives, discuss the importance of each step, and explain how to effectively approach the process.


In our executive coaching practice one question keeps recurring with clients across America and abroad: How can I, as a leader, better align my people to ensure that we achieve the results we promise the organization?

Critical question? You bet it is.

Our direct answer? You need to execute the “Magic Move.”

What is the Magic Move? This is what we will be discussing today.

Read More Leadership Moments: The Magic Move

The Truth About Executive Coaching:


The Truth About Executive Coaching:

An Honest, No-Holds Barred Look At An Often Misunderstood, High-Return Investment In Your Key Talent

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