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Is your team creating revolutionary results?
One of the first things managers are told as they begin to lead is that they "need to hold their people accountable" -- but what does that mean? Many leaders interpret such directives to mean simply "make sure the job gets done" and then begin to micromanage, follow up, or even do it themselves in order to make sure that nothing gets dropped on their watch. Others believe the meaning is simply "reward and punish" results. If they do their job, praise them If they fail, punish However, both interpretations don't actually foster accountability in an individual. One fosters laziness, having their boss tell them exactly what to do or doing it themselves -- the other fostering an eagerness to please the leader (not necessarily the company) in hopes of praise.
So how can leaders actually drive their team to put their role first? To innovate and start thinking for -- and driving the business forward -- themselves? Eric Coryell has the tools to bridge the gaps in these conversations and make any dysfunctional team an innovative team. With specific examples of leadership techniques to avoid and exercises geared toward success -- prepare to break down barriers and revolutionize how your team does business
