When I was a F50 executive, I inherited a leadership team. As with most teams, some members were good and some were laggards. The expectation of my boss was improved team performance, and I was accountable for that. I tried additional training, team meetings, external offsites and speakers, but achieved marginal results… It was frustrating. I have been pondering this question for years. My life experiences have taught me an easier way to get better.
Consultants and advisors are constantly trying get you to do one more thing, or buy one more thing to get better – COMMONALITY – ADD ONE MORE THING, USUALLY EXTERNAL, TO GET BETTER. Adding enablers like training, skills and capabilities could help. You’ll spend a few thousand dollars on training, and lose the services of that individual for a few days. Some of them may make you better, but most are simply a waste of time and money for many individuals. How effective have you found that approach to be?
Traditional offsites and retreats have a motivational speaker, or somebody with a new idea. The team listens and moves on. Does your team get transformed from the experience?
I used ‘inversion thinking’ and found an easier, and often better, way to improve a person’s performance quickly – identify and mitigate (or eliminate) their key disablers.
The performance-enhancer for most people is not what they need to acquire/learn, rather what they need to shed, unlearn or stop doing – COMMONALITY – GET RID OF SOME THING, USUALLY INTERNAL OR AROUND YOU, TO GET BETTER.
I’m a former F50 executive, venture capitalist, 5-time entrepreneur, business owner, MIT alum, author and speaker. I have figured out three key disablers that prevent business leaders from being more effective, and have developed assessments to identify specific disablers in individuals. More on those in another post.