Comments on: How To Keep Your Team Sick http://www.theleadershipcoach.com/2009/how-to-keep-your-team-sick-paul-andrew-executive-coaching-leadership-training/ Insight for leaders from Paul Andrew, Keynote Speaker and Director of The Leadership Coach™ LLC - New York | Sydney Thu, 19 Jan 2012 09:48:09 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Sky Hunt http://www.theleadershipcoach.com/2009/how-to-keep-your-team-sick-paul-andrew-executive-coaching-leadership-training/comment-page-1/#comment-73 Sky Hunt Wed, 05 Aug 2009 05:16:22 +0000 http://www.theleadershipcoach.com/?p=263#comment-73 I love your writing style. I can hear your voice in your words. Clever you!! Thanks for the medicine. I love your writing style. I can hear your voice in your words. Clever you!! Thanks for the medicine.

]]> By: Kyle Ryman http://www.theleadershipcoach.com/2009/how-to-keep-your-team-sick-paul-andrew-executive-coaching-leadership-training/comment-page-1/#comment-72 Kyle Ryman Thu, 30 Jul 2009 23:27:29 +0000 http://www.theleadershipcoach.com/?p=263#comment-72 I really enjoyed number two. Expanding off of that point, I will put forth that sometimes the "root cause" for job dissatisfaction" is that people just don't have any experience with hard work or performing to high standards. So the dissatisfaction is stemming from the disconnect between their preconceived notion of this job being a cakewalk, and then finding out that it is actually pretty tough. Now, as a leader do you need to "let up" on them? No. Why? Because you, as a leader, are responsible for the whole organization. Yes, you are responsible for helping to develop them into a true professional who takes pride in their work and enjoys their job. However, they also have the obligation to "meet you half way." My point is just that the employee is just as responsible as the leader for treating root causes that are within their own power to treat. Enjoyed it, -Kyle I really enjoyed number two. Expanding off of that point, I will put forth that sometimes the “root cause” for job dissatisfaction” is that people just don’t have any experience with hard work or performing to high standards. So the dissatisfaction is stemming from the disconnect between their preconceived notion of this job being a cakewalk, and then finding out that it is actually pretty tough.
Now, as a leader do you need to “let up” on them? No. Why? Because you, as a leader, are responsible for the whole organization. Yes, you are responsible for helping to develop them into a true professional who takes pride in their work and enjoys their job. However, they also have the obligation to “meet you half way.”

My point is just that the employee is just as responsible as the leader for treating root causes that are within their own power to treat.

Enjoyed it,

-Kyle

]]> By: Dorothy http://www.theleadershipcoach.com/2009/how-to-keep-your-team-sick-paul-andrew-executive-coaching-leadership-training/comment-page-1/#comment-71 Dorothy Wed, 29 Jul 2009 00:41:35 +0000 http://www.theleadershipcoach.com/?p=263#comment-71 Yes very true. And yes they know the causes before we do. My team members are leaders themselves - two of three of them. I had to ask one to inhibit herself from our on- going project due to conflict of interest. My decision was collaborated by her husband in a diagnostic meeting we had after the conflict was exposed by her acts in the process of project implementation. Leadership is responsibility. It's like carrying the load. Our great advantage is we know who to trade it for. I was caught in a difficult situation of having guests for TV taping last Sunday from out of town. Because I lost the one member in this project, the other two are busy, I had to do it all. I was shocked to know only that morning the studio transferred two days before and not ready for the taping. I had to work it out with the studio staff to set up fast. Taping was delayed for three hours. But I was very still and all went well. I experienced this great feeling of being deeply still knowing that God is my Leader for the first time. A team member who is also a leader does not follow. I walk back then alongside her to our goal but move forward and keep the focus for the team always. Leadership is complicated but if we know Jesus, and God, we know what leadership is. Yes very true. And yes they know the causes before we do. My team members are leaders themselves – two of three of them. I had to ask one to inhibit herself from our on- going project due to conflict of interest. My decision was collaborated by her husband in a diagnostic meeting we had after the conflict was exposed by her acts in the process of project implementation. Leadership is responsibility. It’s like carrying the load. Our great advantage is we know who to trade it for.
I was caught in a difficult situation of having guests for TV taping last Sunday from out of town. Because I lost the one member in this project, the other two are busy, I had to do it all. I was shocked to know only that morning the studio transferred two days before and not ready for the taping. I had to work it out with the studio staff to set up fast. Taping was delayed for three hours. But I was very still and all went well. I experienced this great feeling of being deeply still knowing that God is my Leader for the first time.
A team member who is also a leader does not follow. I walk back then alongside her to our goal but move forward and keep the focus for the team always. Leadership is complicated but if we know Jesus, and God, we know what leadership is.

]]> By: Gail http://www.theleadershipcoach.com/2009/how-to-keep-your-team-sick-paul-andrew-executive-coaching-leadership-training/comment-page-1/#comment-69 Gail Mon, 27 Jul 2009 22:58:28 +0000 http://www.theleadershipcoach.com/?p=263#comment-69 Once again - great insight Paul! Just remember folks that sometimes one of your team members may know the underlying causes of the conflict. If you as a leader assume you are the only one who can diagnose the real problem, you may cause further pain, instead of listening and learning from your staff and starting the healing process. I have noticed that this is particularly true when those you lead are leaders themselves. Once again – great insight Paul!

Just remember folks that sometimes one of your team members may know the underlying causes of the conflict. If you as a leader assume you are the only one who can diagnose the real problem, you may cause further pain, instead of listening and learning from your staff and starting the healing process. I have noticed that this is particularly true when those you lead are leaders themselves.

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