Eric Jacobson On Management And Leadership

Why do some teams succeed while others stumble? Because hiring, developing and engaging talent requires careful decisions that are too easy to get wrong without data. In The Science of Dream Teams: How Talent Optimization Can Drive Engagement, Productivity, and Happiness , author Mike Zani introduces the science of “ talent optimization ,” a new discipline that’s a far more reliable way to manage your employees than your gut instincts.  “ Proper talent optimization lifts morale, builds teams, and turbocharges productivity ,” explains Zani.  With simple steps, Zani (a former US Olympic sailing team coach) shows how companies of any size can collect and analyze voluntary data about their employees to purposefully align a company’s business and talent strategies.  The book explores how CEOs and management teams can collect and use data to: Build effective teams of highly sought-after professionals while optimizing costs. Create a company culture based on coaching versus ...

Why do some teams succeed while others stumble?   Because hiring, developing and engaging talent requires careful decisions that are too easy to get wrong without data. In   The Science of Dream Teams: How Talent Optimization Can Drive Engagement, Productivity, and Happiness , author   Mike Zani   introduces the science of “ talent optimization ,” a new discipline that’s a far more reliable way to manage your employees than your gut instincts.  “ Proper talent optimization lifts morale, builds teams, and turbocharges productivity ,” explains Zani.  With simple steps, Zani (a former US Olympic sailing team coach) shows how companies of any size can collect and analyze voluntary data about their employees to purposefully align a company’s business and talent strategies.  The book explores how CEOs and management teams can collect and use data to: Build effective teams of highly sought-after professionals while optimizing costs. Create a company culture b...

According to  Ron Ricci  and  Carl Wiese , authors of the book,  The Collaboration Imperative , high performing teams have the following characteristics: People have solid and deep trust in each other and in the team's purpose--they feel free to express feelings and ideas. Everybody is working toward the same goals. Team members are clear on how to work together and how to accomplish tasks. Everyone understands both team and individual performance goals and knows what is expected. Team members actively diffuse tension and friction in a relaxed and informal atmosphere. The team engages in extensive discussion, and everyone gets a chance to contribute--even the introverts. Disagreement is viewed as a good thing and conflicts are managed.  Criticism is constructive and is oriented toward problem solving and removing obstacles. The team makes decisions when there is natural agreement--in the cases where agreement is elusive, a decision is made by the team lead or ex...

High-functioning and effective teams can disagree and still produce excellent products and results. Team members can also disagree and still care about each other. And, they can challenge each other to think differently. Best-selling leadership book authors  Scott J. Allen  and  Mitchell Kusy  recommend that leaders ask seven tough questions of their teams to help  maximize their results . Here are those questions to  ask each team member : What are some obstacles  affecting this team? What are opportunities  we could take advantage of that we have been largely ignoring? Where can you take greater ownership  on this team? Where have you let this team down ? Compared to other teams with which you are familiar,  how are we doing ? When was the last time you complimented the team  or one of its members? How open are you to giving direct feedback  to team members?

"It takes more than encouraging words to get a team thinking beyond the ordinary," explains  Jackie Barretta , author of the book,  Primal Teams . She suggests you must help team members to redefine the purpose of their work with broader and more expansive thinking. Use certain pointed questions to guide a team toward a loftier view of their purpose. Specifically, Barretta recommends you as the leader ask the following purpose-broadening questions to encourage the team to think of providing value beyond the ordinary: What major contributions can our team make to the company's success? What do we do that makes our colleagues and customers happy? What does our work do to give our company a competitive advantage? What do we do that no one else can do? What legacy do we want to leave? What future possibilities excite us? What difference does our work make in the lives of others? Thank you to the book's publisher for sending me a copy of the book.

Hiring Greatness  is the book by  David E. Perry  and  Mark J. Haluska , who combined have closed more than 1,800 hiring search projects. In their book, the authors share their  guide for how to attract, recruit and retain star executives . They advise that it is far more important that a leadership candidate possess specific intangible core attributes, than just decades of industry experience. And, these core attributes go far beyond mere technical skills. For Perry and Haluska, there are  28 core attributes  they always look for in a candidate. Those 28 fit within  five pillars of success : Character Intellect Business Intelligence Leadership Emotional Intelligence They also recommend that when interviewing a candidate you particularly like that you take a healthy step back to figure out why you feel so strongly about that person. So, that you ensure you are not being biased by the following prejudices...

Hiring Greatness  is the book by  David E. Perry  and  Mark J. Haluska , who combined have closed more than 1,800 hiring search projects. In their book, the authors share their  guide for how to attract, recruit and retain star executives . They advise that it is far more important that a leadership candidate possess specific intangible core attributes, than just decades of industry experience. And, these core attributes go far beyond mere technical skills. For Perry and Haluska, there are  28 core attributes  they always look for in a candidate. Those 28 fit within  five pillars of success : Character Intellect Business Intelligence Leadership Emotional Intelligence They also recommend that when interviewing a candidate you particularly like that you take a healthy step back to figure out why you feel so strongly about that person. So, that you ensure you are not being biased by the following prejudices...

Hiring Greatness is the book by David E. Perry and Mark J. Haluska , who combined have closed more than 1,800 hiring search projects. In their book, the authors share their guide for how to attract, recruit and retain star executives . They advise that it is far more important that a leadership candidate possess specific intangible core attributes, than just decades of industry experience. And, these core attributes go far beyond mere technical skills. For Perry and Haluska, there are 28 core attributes they always look for in a candidate. Those 28 fit within  five pillars of success : Character Intellect Business Intelligence Leadership Emotional Intelligence They also recommend that when interviewing a candidate you particularly like that you take a healthy step back to figure out why you feel so strongly about that person. So, that you ensure you are not being biased by the following prejudices: Charm - Outward personality is never an accurate...