TAG Consulting

Who’s Responsible Here?


February 23, 2016

circle of hands

One of the signs of a healthy organization is that responsibility – for decisions and results alike –  is widely shared and not hoarded by a select few.

But the catch is that many leaders like to think of themselves as responsibility-sharing leaders when in fact their actual behavior is designed to protect their own turf out of either insecurity or fear that they and only they can get the required results.

Here are three tell-tale signs we look for in determining whether or not an organization is committed in fact to sharing responsibility:

  1. The reward and incentive system in the organization is at least in part tied to the performance of the organization as a whole and not just individuals. While individual performance is important and must be recognized, healthy organizations avoid becoming a confederation of solo superstars by linking individual rewards to overall achievement.
  2. Team members are generous with their own resources to help others. This includes time, people, money, and physical resources. The organization thrives with a mentality of plenty, not the fear of scarcity.
  3. Information flows across boundaries.  New ideas, learnings, best practices, and data are not piled high in silos but rather disseminated across functions, org charts, and even geographical locations. “Need to know” is assumed to be as broad and inclusive as possible.

Where is your organization doing with these metrics of shared responsibility? Where can you raise your game right away? Who can you get on board in that shared enterprise?

5 Skills For Selecting A Great Team


January 26, 2016

team stick figuresVirtually every client we are called upon to serve values teamwork. Some want to improve their already high-performing teams. Others want to sharpen their focus on how teams can work together for success. Others have challenges on existing teams and are looking for trouble-shooting. And many want coaching on what it takes to pick people who will be part of winning teams.

Over the years and through serving thousands of client, we’ve developed five best practices for “people-picking”. You can read even more in The Leadership Triangle, by TAG partners Kevin Graham Ford and Ken Tucker, available here.

If you want to become a great people-picker who picks great people (say that five times fast!), you will want to work on developing these skills:

Great People-Pickers Are Success-Intuitive 

If you are a great selector of people you can look at a potential team member and see what makes them tick. You see their passion, understand how their past has shaped them, have a sense of their dreams, and can visualize their future success.

 

Great People-Pickers Are Placement-Aware

The best selectors of people see exactly where and on which team a person can fit. They look at a potential team member and know the right seat on the bus for that person, the perfect role that will tee them and the team up for success.

 

Great People-Pickers Are Future-Oriented

As a good leader, you will see the future of your organization as well as your own future. A great people-picker sees the future of each team member. You can visualize not only their success and the success of the organization, but also the success of each individual.

 

Great People-Pickers Are Unselfishly Opportunistic

The late Don Clifton, a legendary leader and consultant who excelled at team selection, asked a great question which we use all the time:

“How can I help this person discover just how good, just how successful he or she can become?”

That’s a profound question which has great power for your life of leadership. If you are a leader who works to provide opportunities for individuals on your team to use their natural talents and traits the end result will be success for your as a team and for you as the leader of that team.

 

Great People-Pickers Are Time Conscious

In a sense, time is everything. Often, in the crucible of leadership, many things happen all at once. To be a leader is to deal with moving parts and contingencies on a daily basis. Sometimes, the door to success is just cracked open for a moment. Part of the art of leadership is seizing every moment for its full potential.

Great people-pickers are deeply aware of timing and have one eye on the clock and one eye on their teams.

Which of those five traits of world-class people-pickers do you possess? Which do you need to sharpen? What’s your strategy?