Businesses around the world are indebted to James Collins and Jerry Porras for giving us the concept of the “BHAG” – a “big, hairy, audacious goal.” BHAGs have been instrumental in challenging and changing businesses for the better for years. BHAGs are stretch goals: specific in nature, long-term in timeframe, and transformative in outcome. It… Continue reading Leadership Courage Part 4: Setting a Big, Hairy, Audacious Goal
Makarios Consulting Blog
Category: Leadership-Executive Coaching
Leadership Courage Part 3: Tackling the Tough Issues
Imagine you are walking along and see an old, empty paint can in the road. Do you pick it up and throw it into the nearest dumpster – or, do you kick it down the road? Most corporate teams, if they answered the metaphorical question honestly, would admit that they tend to kick the can… Continue reading Leadership Courage Part 3: Tackling the Tough Issues
Leadership Courage Part 2: Engaging in Open Dialogue and Healthy Conflict
Peak team and company performance depends on open dialogue and healthy conflict. Unfortunately, the dialogue within many teams and at many companies is often less than open and the conflict is anything but healthy. There are many possible reasons for less-than-optimal interpersonal communications. For example, people may: Protect their turf rather than looking at the… Continue reading Leadership Courage Part 2: Engaging in Open Dialogue and Healthy Conflict
Leadership Courage Part 1: Clarifying Roles and Responsibilities for Peak Team Performance
It is easy to say that businesses need to be clear about what needs to be done and who needs to do it to achieve optimum performance. But it is so hard to do. Leadership teams habitually struggle to clarify roles and responsibilities: it requires discipline and courage to define the seats you need on… Continue reading Leadership Courage Part 1: Clarifying Roles and Responsibilities for Peak Team Performance
Fuzzy With a Chance of Blurry
Two critical things muddle the lines of accountability in a company: 1) blurred roles and 2) fuzzy responsibilities. We’ve all been there. You take a job and it turns out that you’re doing four or five people’s jobs. And no one seems to know where the responsibilities begin and end. When roles and responsibilities are… Continue reading Fuzzy With a Chance of Blurry
Tough Love: It’s in the Delivery
No one likes to hear what they’re doing wrong. And, as leaders, we often don’t want to tell employees ‘bad news’ about their progress or attitude. In last week’s blog, we discussed the concept of ‘reinforcing feedback’ – recognizing and encouraging positive behavior. This week, we’ll focus on ‘redirecting feedback,’ which seeks to change, or… Continue reading Tough Love: It’s in the Delivery