If you are a corporate leader and you want to learn more about how to build a high-performing culture and the levers that drive this internal security, safety, and performance. Your job as a leader is to create conditions for others to perform, helping your team, influence them, how to empower them, and get the most out of them.
As a leader, it is your job to create the safety inside of your organization. Create an environment for your team members to be okay with speaking up, rewarding each other, challenging each other. It all comes down to this concept around psychological safety.
One of the things that professional sports does not allow their coaches to do is run out on the field and take a pass for their players. Yet in the corporate space, we consistently see leaders doing the work of their team members.
Too many leaders today are stuck in the maze of business. Doing the work rather than spending time doing the highest impact activities.
In professional sports, reviews are the norm. Consistently week in week out teams sit down to see what worked and what didn’t. In the corporate space, we consistently find this doesn’t happen. In corporate teams reviews are misunderstood and underestimated.
The little often moments within your companies schedule to recognise and reflect, are key to a high performing culture.
In professional sports there are 4 C's that help build a high performing culture. Care, Compassion, Celebration and Competition. These can be used to build a high performing corporate culture.
How do you identify potential future leaders? If you are like most then you promote your high achieving individual performers. Its important to understand that doing the work and leading a team are not the same thing.
Do the number of positive reinforcements outweigh the number negative reinforcements?
What behaviors are you consistently displaying that has you leading by example inside of your organization?
Playing the game and coaching the game are two very different things yet we see far too many companies promote their highest performers into leadership positions only to see them fail.
What framework have you created inside of your team to enable all players to engage in open and honest dialogue as a means to challenge each other and achieve better business results?