With the NFL playoffs in full swing, I've marked my calendar so I can enjoy the Vikings' games all the way to the Super Bowl. Go Vikes!
I pick up other games, too. For example, I watched the Baltimore/ New England wildcard game a couple of Saturdays ago.
If you didn't see it, the Ravens dominated the game from the very first play from scrimmage. Offensively and defensively, they played cohesively.
The Patriots, on the other hand, did not. They looked overmatched and inept, and though they had beaten the Ravens in five previous meetings, they were soundly trounced this day. Thus a long off-season began for the Patriots.
But you know what? I'll bet they won't sit around with their feet up. Like any good football club, they'll use the time to analyze what made them successful during the last decade, what worked and what didn't in their 2009 season, and, given their goals for 2010, begin to make changes. They'll identify incompetence and try to fill those spots with winners.
Which brings me to your business. Have you analyzed your team and your goals to see if they align? Are you ready for 2010?
The New Year is a good time to recognize incompetence on any team — business teams included — and do something about it.
In last month's newsletter, I gave you five signs of incompetent managers. If you recognize these signs in your managers, you know you have work to do. Here are some ideas for proceeding:
Follow the above ideas and you will take a giant step toward ridding your team of incompetence and filling it with winners. Just like the Patriots of old and presumably, of the future.
We’ve all had one. A nightmare boss. He's the butt of many jokes, and a popular topic during employee break time and after-work get-togethers.
Sadly, workers complain about incompetent leaders because they believe venting is all they can do. They feel powerless to change the dynamics when a supervisor doesn't supervise or a CEO believes everything is just fine. They stumble along trying to get the job done while wishing their leaders could walk in their shoes for just one day.
What kind of leader are you? Answer the questions below to learn more about yourself.
1) Do I agonize over every detail of a big plan?
If so — if you cannot move beyond the small details of an important plan — you have likely lost sight of the big picture.
2) How well do I know my employees' attitudes toward things like change?
Discover your employees' attitudes through a sharply focused assessment, and then move ineffectual employees to positions that fit them better.
3) When do I delegate responsibility? Competent leaders delegate responsibility only after assessing their workers' capabilities, interests and development needs, and know they are capable of successfully completing a task.
4) Do I make my expectations clear? Or, do I turn away and allow my subordinates to do things their own way? Effective leaders clearly spell out their expectations for subordinates. They also correct constructively. Although they might bruise an ego, leaders cannot lead someone pointed in the wrong direction.
5) Do I talk or do I communicate? A verbose leader can hinder effective communication. By definition, communication is a give and take, not a give and give and give. Even if team members disagree, considering all viewpoints can lead to creative solutions.
6) Do I ask for help with the course of action I set? Seeking help to complete a project on deadline is always more effective than stubbornly pushing toward failure. There is no "I" in team.
7) How do I help team members develop their talents? Effective leaders help their team members learn from a master. They also observe their habits, criticize constructively and use focused training.
8) Do I stay with a problem even when it appears impossible to solve? Effective leaders know that every problem has a solution, and they find it.