Last week I pointed out that one of the behaviors that can be challenging when leading a team is the characteristic of passivity with a member of a team. In defining this topic, I clarified that passivity is, “The failure to take action when called upon to do so.”
One of the tricking things to address when leading a team is the characteristic of "passivity" with a member of a team.
So what is passivity? According to the online source, Dictionary.com, passivity is, “…the state or condition of being passive.” Behavior whereby a person is, “not participating readily or actively…” We could rephrase this as,
“Passivity is the failure to take action when called upon to do so.”
The Game has ended. The next stop: Super Bowl 2015.
But wait. Although everyone is discussing last week’s game between the Packers and the Seahawks, we simply must pause to highlight the obvious: persistence pays. As Russell Wilson and his Seahawks team has demonstrated, the secret to a winning team: never give up.
"I've never thrown four interceptions in a game," Wilson said. "But I'd rather do it that way. If we were going to go down, I was going to go down swinging."
When leading a team, it quickly becomes essential to delegate responsibility to members of the team. Here are 5 quick tips for effective delegation:
1. Be Specific: when assigning responsibility, it is important to be clear and specific regarding the objective. Vague assignments produce vague results.
When leading a team, it is part and parcel to delegate responsibility to members of the team. Here are 5 quick tips for effective delegation:
Last week we discussed that one of the many roles in leadership is overseeing a team of people with an eye to each person’s level of engagement; i.e. assessing each person’s commitment to the mission of the team. I pointed out that this becomes more important with time since one person’s lack of full engagement can actually breed a similar attitude of disengagement in other members of the team.
One of the many roles in leadership is overseeing a team of people with an eye to each person’s level of engagement; i.e. assessing each person’s commitment to the mission of the team. This becomes more important with time since one person’s lack of full engagement can actually breed a similar attitude in other members of the team. Therefore, disengagement is best detected early and addressed before it spreads.
This first of two blogs will address the question of how to detect some symptoms of disengagement.
The more time I spend as a friend of people who are in leadership, the more I become convinced that the greatest leaders I know are perpetual learners.
In some ways it seems like a backwards statement that the best leaders are those who continue to learn about leadership. Yet this is what I continue to observe…good leaders are curious and humble; they desire to improve their understanding and ability. These factors cause such leaders to remain students of leadership and see themselves as such: they persist as students, rather than masters - of their leadership passion.
Looking back on your life so far, do you have any regrets? Are there things you did and wish you hadn’t—or things you didn’t do and wish you had? Any relationships that are strained? Opportunities missed? Bridges burned?
