Building Relationships Vs. Getting Results

If you had to choose between good business results and good business relationships, which would you pick? This might seem like a trick question – after all, results are what you put into the bank at the end of the day, but you know that a hard-working team of motivated people makes that possible.

But it isn’t a trick: there’s a conflict between people and profits playing out everyday that executives need to be aware of.

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Are You Managing For Results?

 

If I asked, would your employees tell me that you manage their results or their tasks?

How do you identify whether you are measuring the process or the results? To begin, there are three questions to ask yourself:

  1. Are you measuring how your team is getting a result?
  2. Is it measurable?
  3. Is it an outcome or a milestone?

Every manager must learn to make this distinction. It isn’t as simple as it might seem. In fact, many of my best clients struggle with it at times. However, the benefits of managing the results rather than the process are multifold. For one thing, a results focus really limits micromanaging because you are not involved in other people’s processes. They can figure out what they are going to do for themselves. You are just looking at the results of their work and how they impact the bottom line.

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Mastering Cultural Agility

There are six key skills that will help you master cultural agility.

  1. Self awareness
  2. Being attuned to your environment and to cultural nuances
  3. Adapting to cultural differences and ambiguities
  4. Being authentic
  5. Acquiring knowledge about other cultures
  6. Continually assessing how you are developing in each of these areas and are looking for opportunities to grow.

These skills come more naturally to some people than others. It would make sense that those who are more culturally agile are those who have traveled more, or have had more exposure to foreign countries, but that’s not always the case.

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How To Develop A Global Team

Establishing an organization that’s culturally agile can make all the difference when it comes to cultural profit. Everyone in the organization must buy into this concept and work to become culturally agile, but it’s especially important to work on skills development with the people who are customer facing and working with cross-border teams.

There are three questions that can help you determine who needs to be more culturally agile:

  1. Are they customer facing?
  2. Are they working with cross-border teams?
  3. Are they regulated formally?

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5 Keys To Leading Your Company During High-Stakes Growth

There are five things you need to do if you are to lead for high-stakes growth:

  1. Hire and lead a spirited team
  2. Expand your cultural agility
  3. Cultivate charisma
  4. Avoid the success trap
  5. Execute for innovation

If you’re looking to lead in this period of high-stakes growth, pick one of these areas to focus on improving in your daily work. Do you want to improve your own charisma? Do you think you might be seeing a success trap? It’s no longer enough for companies to simply grow–you have to grow faster, more creatively, and more sustainably to outmaneuver your competition. Are you up to the challenge?

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Developing and Leading a Spirited Team

Are your employees motivated? Are they skilled? Do they have what it takes to work together and poise your company for success?

An organization is only as strong as its team, so it’s critical that you hire for, and foster, the right people for your company. But what should you look for in future and existing employees?

  1. Leadership Skills
  2. Technical Skills
  3. Teamwork
  4. Heart

It’s important to try to foster a team that represents all four of these things relatively equally, so that you don’t end up with too much spirit and not enough technical skill, or vice versa.

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Four Common Mistakes Made By Emerging Global Organizations

Cultural gaffes throw up huge obstacles to people’s ability to work together, and they’re often the reason that global expansion fails. Here are four common mistakes made by emerging global organizations:

  1. Trying to make a quick buck
  2. Using a home market strategy
  3. Being blinded by opportunity euphoria
  4. Approaching cultures inconsistently
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The Secret To Cultivating Leadership Charisma

The key to cultivating charisma is to infuse meaning into the results that your team is creating. The people who work for you invest their time and labor in exchange for money. But the thing that creates loyalty–the thing that’s compelling, and that establishes charisma–is meaning: a sense of fulfillment that makes their work important to them.

Meaning is, of course, subjective, and is created by each individual as a reflection of his or her personal values and desires. This means that while it’s your responsibility as a leader to infuse meaning into the results of their work, you can’t tell your employees what that meaning is–that will depend on them.

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Freak Out: Why You Need Freaks — and How to Find Them

Freaks brainstorm innovative products, do breakthrough research, and view problems differently than most people. How? They embrace the offbeat and the unexpected because that’s just who they are. In fact, everyone can tap into a freak mindset — and a lot of amazing outcomes can develop as a result.

Here are some ideas to awaken your inner freak:

• Don’t be afraid of being considered “weird.”
• Learn new things obsessively.
• Challenge your assumptions and beliefs constantly through travel and new experiences.
• Awaken your senses by looking critically at your own assumptions about the world.
• Identify the “norm,” and embrace the cacophony of life beyond and around it.

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