Want a Healthy Team? Have More Conflict

Jim Coyle, my fellow EOS implementer from Kalamazoo sent this to me. “Going to the danger” is something we routinely do at EOS.

You need team conflict to have a healthy team. Yes, you read that right. (Actually, you need conflict for any relationship to be healthy.) As psychologist Michael Batshaw says, “Engaging in conflict isn’t going to end the relationship, it’s avoiding the conflict that might.”  (Read More)
Keep Moving!
Gene Moorhead
Davmoor
Direct Line: (334) 717-7042
Website: www.davmoor.com
Helping organizations clarify, simplify and achieve their vision.

Headed for Burnout? Do Less!

Hi – Mike Kotsis a fellow EOS implementer from Michigan wrote this about a symptom that may hit close to home!

 

Gene

Recently, I’ve had several new clients take the first step on the journey of becoming their best by implementing the simple, proven tools of the EOS® Proven Process. A common theme from all of them is that they don’t have enough time capacity. They have so many things they’re trying to get done, there never seems to be enough time in the day. This is one of the first signs of burnout.
So on our first day together, we work together to get really clear on the most important use of the team’s time over the upcoming 90 days.
When Everything Is a Priority
Years ago, one team was really at their wits end. They were all pulling ridiculous hours, day and night. The team didn’t want to take valuable time out of their day for our planning session, because they were already strapped to get their own stuff done, but they reluctantly came to the meeting.  (Read More)
Keep Moving!
Gene Moorhead
Davmoor
Direct Line: (334) 717-7042
Website: www.davmoor.com
Helping organizations clarify, simplify and achieve their vision.

Unlock Your Genius, Dare to Delegate!

Hi – Chris Naylor, who went through EOS training with me, sent me this article. This is a very good synopsis of what we teach at EOS.

Gene

Do you or one of your leadership team members find yourself saying any of the following?
  • If you want it done right, you just have to do it yourself!
  • It’s so hard to find good help these days!
  • This project is just too important to delegate!
  • By the time I teach someone, I could just do it myself!
If any of these statements sounds familiar, it’s time to dare to delegate. Chances are, you’re spending too much time at work focusing on things that drain you.  (Read More)
Keep Moving!
Gene Moorhead
Davmoor
Direct Line: (334) 717-7042
Website: www.davmoor.com
Helping organizations clarify, simplify and achieve their vision.

Stretch Your Thinking to Tighten up Your Results

Preston True, EOS Implementer from Rochester Hills, Michigan, has applied some Dan Sullivan thinking to our EOS system.

 

Gene

“There are no unrealistic goals, only unrealistic time frames.” – Dan Sullivan

 

The past three months have been full of annual planning sessions in which we review what we accomplished in 2016 and identify what we aim to achieve in 2017, especially in the first quarter.

Many companies had a great year in 2016. Some of the wins were tangible, dollar-driven results, while others were more qualitative. Wrapping up the year is absolutely a time for celebration, and it’s also a great time to reflect on what’s been learned and what lies ahead for 2017.

But not all goals were achieved.

Sullivan’s quote offers interesting insight into goal setting. In the past three years of working with entrepreneurial companies, one common theme seems to transcend industry, product, or service. It’s an entrepreneur’s drive to fit 30 pounds of goals into a 5-pound bag of time.  (Read More)

Keep Moving!

Gene Moorhead

Davmoor
Direct Line: (334) 717-7042
Website: www.davmoor.com
Helping organizations clarify, simplify and achieve their vision.

How to Complete 100% of Your Team’s Weekly To-Dos Every Time

Mike Kotsis, EOS Implementer in Michigan, has this insight on getting more done and a neat idea at the end.

 

Gene
 

Are you frustrated that everything isn’t getting done from one meeting to the next? You’re not alone! Many of my client leadership teams have expressed similar frustrations over the last year. Frustrations were cropping up in two main areas that had a low completion percentage:
  • Rocks – the priorities that people committed to over the last 90 days
  • To Dos – 7-day action items that come out of weekly meetings

Teams were only seeing completion rates of 40-50% of their To Dos, but they drastically increased their weekly completion percentage to 90%+ consistently.

Want to see your team’s completion rate skyrocket like that? Here are 7 steps to getting all of your team’s To Dos done every week.  (Read More)

Keep Moving!

Gene Moorhead

Davmoor
Direct Line: (334) 717-7042
Website: www.davmoor.com
Helping organizations clarify, simplify and achieve their vision.

How to Become an Open, Honest Leadership Team

Mike Kotsis, fellow EOS implementer in Michigan, sent me this and I find it to be significantly helpful!
Gene
 
Guarded, careful tiptoeing, avoiding the pain. If this sounds like your company’s leadership team, you’re normal. I’ve lost count of the number of teams that act this way – there are so many.

I’ve also seen teams like this who experienced such a tremendous transformation that they are now seeing great business results and healthy team dynamics with much less effort. They have become abnormally great.

What did they do to experience this transformation? It was a simple shift in their mindsets. (READ MORE)   

Keep Moving!

Gene Moorhead

Davmoor
Direct Line: (334) 717-7042
Website: www.davmoor.com
Helping organizations clarify, simplify and achieve their vision.

Why You Need to Solve Business Issues Slowly

Don’t be in a rush to solve all your problems. This is from Mike Paton, our visionary at EOS. Thought it might come in handy for you.
Gene
 
 One night this holiday season, my wife and I were wrapping gifts for our family. When a large pile of brightly colored packages sat beside ea ch of us, we stood back to admire our handiwork. Kate’s packages were beautiful – crisply wrapped, carefully secured with beautiful ribbons that matched the wrapping paper, each package festooned with tidy little bows. My packages were technically covered (mostly) with wrapping paper and tape. But they didn’t really look…finished. (READ MORE)   
Keep Moving!

Gene Moorhead

Davmoor
Direct Line: (334) 717-7042
Website: www.davmoor.com
Helping organizations clarify, simplify and achieve their vision.

When the Best Solution Is the Wrong One

When working with your staff, how’s your question-to-statement ratio? Here’s a good thought from Jim Coyle, a fellow EOS implementer.
Gene

 Let me ask the leaders a couple questions. Do you find yourself clearly stating what needs to be done in your team? When a team member has an issue, do you tell them the best way to fix their issue?

If you are working through a performance concern with a staff member, do you make sure you make the perfect plan to remedy their situation? Sounds like a pretty good description of a nice manager. Unfortunately this “nice” manager isn’t all that effective.  (READ MORE)   

Keep Moving!

Gene Moorhead

Davmoor
Direct Line: (334) 717-7042
Website: www.davmoor.com
Helping organizations clarify, simplify and achieve their vision.

Win Real Commitment from Every Team Member… Every Time

Hi,

Rene Boer, my fellow EOS implementer from Chicago sent me this insight and I thought you would find it interesting as well

Gene

What do people in your organization do when decisions don’t go their way? Do they accept the decision even though they disagree with it? Do they demonstrate through their words and actions that they support the decision and that they’re committed to achieving the objective? When communicating inside or outside the organization, do they give the impression that they are completely on board? Do their actions follow their words?  (READ MORE)   
Keep Moving!

Gene Moorhead

Davmoor
Direct Line: (334) 717-7042
Website: www.davmoor.com
Helping organizations clarify, simplify and achieve their vision.

What If You’re Promoting The Wrong People ?

This is from Mike Peyton our EOS visionary and is particularly relevant for small to midsize companies. Gene

“The Peter Principle” is a term coined by Laurence J. Peter in 1969 to describe the recurring phenomenon of employees being promoted to – and often beyond –their highest level of competence. While hilariously illustrated in the comic strip Dilbert, both versions of the television show The Office, and the movie Office Space –the consequences for a small, entrepreneurial company aren’t funny at all.

The Fallout of Promoting the Wrong People
In fact, they can be disastrous. Problems caused by a handful of ineffective people in a company with 1,000 employees can be overcome –
at the expense of their managers, peers or subordinates. But in a 15 – person
company that’s moving fast and working every one at capacity, even one ineffective team member can be fatal. Even so, it happens all the time. When a company goes from zero to 100 employees in 5 -10 years, it’s almost
impossible for its owners and leaders to be great at getting all the regular work
done AND to be great at “people.” When the company needs more or different people, they don’t have the time, the resources, or the skills and experience to clearly define what they need, hire the right people, and then train and manage them properly. Instead they move fast, hire people they already know, turn ‘em loose, and hope everyone “figures it out.” Thus, the Peter Principle.
End the Peter Principle…For Good!
I’m saying this with certainty because I’ve done it myself. And I’ve seen many friends, clients and colleagues do it, too. If this sounds familiar, EOS® can help. The system offers a simple approach to clearly defining what
a “great person” is in your unique organization. It provides a complete set of practical tools designed to help you find, engage and retain the right people
– and to repel the wrong people.
Here are the tools, at a high level:
1.Define your organization’s Core Values — 3 – 7 words or phrases that describe the common attributes of the very best people in your company. Then use those Core Values to build and maintain the culture you want.
2.Create an Accountability Chart™ to properly structure your company. At a high level and on one page, clearly define the roles and responsibilities of every “seat” in the organization.
3.Use the People Analyzer™ and “GWC “to evaluate your people. These tools help you definitively determine whether or not employees are the “Right People” (those who share your Core Values) in the “Right Seat” (those that are consistently good at their jobs).
4.Use “LMA” (Leadership + Management = Accountability) to help leaders, managers and supervisors lead and manage in a way that drives accountability throughout your company. This creates an environment in which accountable people thrive, while the non – accountable are uncomfortable and
leave.
Taking these four steps and using these practical tools will take time. It may sound simple, but change of this magnitude is rarely easy. But when you’re frustrated by your people – including those promoted beyond their
level of competence – it’s definitely worth it. Don’t just curse Laurence J. Peter under your breath. Consider taking these steps and using EOS Tools to strengthen your People Component, fill all your seats with “Right People in the Right Seats,” and banish the Peter Principle – once and for all.
Keep Moving!
Gene Moorhead
Professional EOS Implementer
Davmoor
Direct Line: (334) 717-7042
Website:www.davmoor.com
Helping organizations clarify, simplify and achieve their vision.