Make Your Board WORK

imagesLike any organization, the Board of an organization is a work in progress.

Most boards are always changing, adapting, stalling or redefining. This is normal because we live in a world where change is a part of every conversation, every reality. The issues we dealt with yesterday are gone, and today we have a whole new set of issues.

Larry Osborne wrote a book a number of years ago entitled “Sticky Teams” (Zondervan ©2010).  In this book, Osborne shares “Five Major Roadblocks to Board Unity”.  While he’s talking specifically to church boards, I really resonate with his perspective.

As leaders, we tend to put the majority of our energy, time and passion into the organization we are leading, then we wonder why our board doesn’t share that same passion and burden?  Look at these five roadblocks. Is there anything you can do to remove these from your current board structure?

I’ll share his five roadblocks, and will give my commentary under each of them.

Roadblock #1)  Meeting in the Wrong Place

We know that the physical environment of where we choose to conduct our board meeting is important. You need to choose the best place possible, and be well prepared.

I want to comment on the value of getting “out” of the boardroom. We recently had a board meeting that was followed by a 2-day retreat. I can’t tell you how refreshing it was to simply be together, to continue conversations that began at the board meeting, and to have time to talk at a different level.  Some of this took place over a walk or even bowling, but it was nice to be out of the room and into the world.

Roadblock #2) Ignoring Relationships

It’s easy to focus on the task or the pressing needs first. I encourage you to take the time to nurture relationships with the other board members. Get to know them, their lives, their work, their families. When you face major decisions, having healthy relationships will go a long way. Don’t ignore this need and opportunity.

Roadblock #3) Not Meeting Often Enough

Some boards press through and meet only to complete the mandate given in the organizing documents. Meetings are streamlined, issues are pushed through, and people aren’t invited into the process. I’m not saying that meetings need to be longer, but you need to figure out what works for you. Board members are willing to give up time to be a part of this organization. Value that time, but also make it worth the time and investment.

The best way to address this is by planning your agenda, identifying items that need to be worked through, and honoring your board members lives.

Roadblock #4) Constant Turnover

Some boards use term limits to ensure that there’s proper transfer of position and power. While this works great in protecting your organization, it might work against you as any momentum you build stops when someone has to step off. There are many different models and ways to transition board members and keep things fluid without sacrificing momentum and function.

Roadblock #5) To Many Members

“Board size is a roadblock to unity” (Osborne).  Too big a board will keep you from learning to work together. Too small a board keeps people so busy that they’re unable to engage in conversation and relationship. Keep your board manageable and keep people engaged.

Do some work on your Board or your Leadership Team. Realize that one of your most important jobs is to get rid of the roadblocks that keep them from being as effective as they really need to be.

For more on Board Leadership CLICK HERE


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Different Types of Boards for Different Organizations

board-of-directors-meeting-912587When you speak of board leadership and accountability, it becomes very important to understand what the board’s responsibilities are.  Some boards have not defined the role of the board or, more importantly, the role of the board members. That can greatly frustrate an organization and especially its leaders.  There are many different types of ‘Boards”.

Suppose a board member is visiting a project site and sees something they do not think should be happening. What do they do?
1.    Speak up and demand change?

2.    Speak to the leader and suggest change?

3.    Wait to speak to the president and present his concerns?

4.    Wait and bring it up at the next board meeting?

The answer all depends on the kind of Board the organization has.

Here are some examples (there are more):

This board directs the President/CEO of the organization and holds them accountable for the purpose and operations of the organization. They meet two to four times a year. The President manages the organization. In this case, the board member would speak directly with the chairman or president…no one else.

This board oversees the management personnel of the organization and helps them make decisions regarding the daily management of the organization.  The board has the power to rethink or over throw any management decision. They would need to meet monthly or more as needed. In this case, the board member would speak to the manager of the area of concern and could have the right to overrule the local person.

This board is a working board with different members managing different areas of the organization. They meet at least monthly and often weekly. In this case the board member would speak to the person in charge of that area.

This board sets the policy and vision for the organization, but does not get involved in the management. They meet two or three times a year to make sure the organization is still on course. In this case, the board member would bring up the situation when strategy and policy effecting that area is discussed.

There are still other boards:

This board lends their names as Board Members for the Public Relations of the organization.  They do not get involved in the management of the organization.  They meet once a year, or so, for the annual report.

This board advises the management but does not have any authority to put decisions into practice.  They are used to connect with other organizations.  They meet individually with the management as requested.

This Board finds funding for the organization.  They meet to set strategy and plan events to raise funds.  They are not involved in setting priorities for spending the funds.

This board meets when there is a problem.  Other than that the management runs the organization.

Board leadership and accountability starts at the board level, with the board.  If that is done correctly, the organization can flourish.

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Hunting for Owls (Leveraging WISDOM)

owl wisdom“The wise old owl”. That’s how most of us think of these nocturnal birds of prey. The link between owls and wisdom most likely began with their association with Athena, the Greek goddess of wisdom. Athena was often depicted holding an owl. In reality, owls have a relatively small brain, and the geese, crows and ravens are considered smarter birds. Nonetheless, they are a symbol of wisdom to us.

We could all use some “wise old owls” in our lives. We have been discussing the topic of LEVERAGE this past month and what kind of things can be leveraged in our lives to help us become better leaders. I believe one of the most important things we need to leverage is the WISDOM OF OLDER, SEASONED LEADERS in our lives. They are all around us in different shapes and forms if we make it a priority to look for them. There’s a reason the book of wisdom, Proverbs, says… “The glory of the young is their strength; the gray hair of experience is the splendor of the old.” (Proverbs 20:29)

Perhaps you’ve heard the saying “You don’t know what you don’t know”? Younger men have strength and boundless energy, but lack the experience to handle many of the leadership challenges that face them. Having an older leadership mentor in your life leverages their EXPERIENCES (both successes and failures) and allows you to learn the wisdom they have gained having gone through them so that you can experience more successes than failures in your own leadership. The nation of Israel was split in two about 3,000 years ago because a young king named Rehoboam listened to his young buddies and refused to listen to the wise older men that had served his father (King Solomon). It circumvented his leadership and the nation was never the same afterwards.

I hate to admit it, but for many years, in my  youthful pride, I never really made it a priority to find older, wiser mentors in my life. It wasn’t until I experienced some leadership failure that I finally figured out how much wisdom I was refusing to leverage in my leadership.

120 years and 12,000 people. Those numbers represent the three “wise old owls” I now meet with on a regular basis. As a pastor, I turn to these three older pastors for wisdom. They have 120 years experience between them and they lead ministers that total 12,000 people. I still make mistakes as a leader but I’d like to believe that I make a lot less of them because of these men. It’s my hope and prayer that I too will earn the right some day to be a “wise old owl” for someone else.

How about you? Are you a young leader that needs to prioritize finding older and wiser mentors in your life? Or perhaps you’re an older person who thinks you don’t have anything left to offer. You couldn’t be more wrong. Leverage your wisdom and experience to the next generation! Imagine how incredible your organization can be when you leverage the strength and energy of the young with the experience and wisdom of the old!

For more on LEVERAGE

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Leveraged Lives in Canada

We’ve been talking about LEVERAGE for the past number of weeks, and have looked at many different sides of it.

Today in this post I want to talk about how one couple used LEVERAGE to create a Kingdom Impact.

IMG_6366Paul & Linda are great friends of ours from Canada. They own and operate a car dealership, and have been involved in their community and in a number of organizations over the years. They are just great people who care for others, are generous with their time and their resources, and they always ask if they can do more.

A number of years ago, Paul and Linda offered to help establish an Extreme Response registered charity in Canada to help promote the work of ER and partner with us in special projects around the world.

Now, let’s talk about LEVERAGE:

*Paul and Linda continue to operate their business. They sell cars and provide service to people, this site’s leasing tool helps their clients pick their vehicle. They have built an outstanding reputation of honesty, integrity, and service. Their business practices reflect their values and people buy from them because they know they can be trusted.

*Paul and Linda continue to be involved in their community and in other non-profit organizations. Whether it’s the local hospital or serving on the board of a global mission, they partner together to serve.

*Extreme Response Canada was established, and together they have built a charity that is making an impact around the world. They raise funds, mobilize people, tell the stories and encourage partners. Along with their ER Canada Board, they have experienced consistent growth over the years, all making a consistent impact.

Paul and Linda haven’t stopped doing anything, they have just figured out how to do more, how to balance their time, how to leverage their energy and resources, how to empower others around them to step up and step in.

But the biggest thing they have leveraged has been their lives. Not only do they serve the staff, partners and ER family around the world, but they have invested their lives in relationship. They have visited, they have served, they have helped set vision, they have coached, they have explored, they have listened, they have come alongside so many of us (I speak for many) and just helped us to do better.

Their true leverage has been in taking the time, talent and treasure that God has given them, and multiplying it in and through people around the globe.

There’s no way to adequately measure their impact. We know it’s there because of the countless people who have been impacted by Paul and Linda, and the organization that will never be the same because of their part.

Leverage isn’t a magic formula.

Leverage is taking what you’ve been given, and being good stewards of that to pursue a greater call, a greater impact, a greater purpose.

I’ve had the joy of walking with Paul and Linda for many years and I am inspired by them, encouraged by them, and amazed at their faithfulness.  I see the imprints of their lives everywhere I go. They have made a difference.

I’m challenged with the question, “How am I leveraging the things I’ve been entrusted with for greater Kingdom impact?”

All I have to do is read the story of Paul & Linda’s lives, and I can find some great ideas and an incredible example.

What about you?


Posted in Leadership Coaching, Personal Leadership Tagged with: , , , , ,

Leverage Your Life: Live Healthier

imagesIn Tom Rath’s book, “Eat, Move, Sleep” (©2013 Tom Rath), he challenges us from his personal experience to realize that our health affects our impact.  Our health, and how we take care of our bodies, has a direct connection to our productivity.  To purchase the book, “Eat, Move, Sleep” CLICK HERE

We’ve been talking about LEVERAGE, so this really does connect: We defined LEVERAGE as: “The power to influence a person or situation to achieve a particular outcome.”  This is so true when it comes to our bodies and our health.

Rath shares, “Choices count. You can make decisions today that will give you more energy tomorrow. The right choices over time greatly improve your odds of a long and healthy life. No matter how healthy you are today, you can take specific actions to have more energy and live longer or even look better, even for people that suffered accidents with the help of reconstructive surgery with specialists in this field. Regardless of your age, you can make better choices in the moment. Small decisions – about how you eat, move, and sleep each day – count more than you think. As I have learned from personal experience, these choices shape your life.”

Rath provides a very simple 30-Day Challenge that you can access from his website:  CLICK HERE

I want to challenge you in joining me to look at how you are “Eating, Moving and Sleeping”.  Leverage your body to greater impact.

This morning, one of my favorite bloggers posted an article entitled “3 Surprising Reasons Every Entrepreneur Needs Regular Exercise”.

He shares 3 simple things:

#1) Exercise Hones Your Competitive Edge

Exercise helps build the kind of character traits that win in the marketplace.

#2) Exercise Empowers Work-Life Balance

Some people, especially high-achievers, will say that they just don’t have time to exercise, but exercise actually empowers better work-life balance.

#3) Exercise Improves Our Problem-Solving Abilities

There is a direct connection between exercise and problem-solving capabilities, creativity, and other executive functions like planning.

To read Michael Hyatt’s full post, CLICK HERE

What are you doing TODAY to apply the things these 2 leaders are challenging each of us with?

Leverage your health into greater effectiveness, impact and longevity.

And lets not forget about the importance of sleep, when we sleep, our bodies rest – conserving energy and decreasing blood pressure, heart rate, breathing and body temperature. At the same time, our brains remain active – laying down memory, restoring daytime mental functioning and carrying out processes that lead to physical growth. If you regularly aren’t getting enough sleep, your sleep loss adds up. The total sleep lost is called your sleep debt. For example, if you lose 2 hours of sleep each night, you’ll have a sleep debt of 14 hours after a week. It is also important to try to sleep comfortably, by this I mean a good mattress that wont hurt you back and that will help you fall asleep.
Start TODAY!

Posted in Leadership Coaching, Personal Leadership Tagged with: , , , , ,

Leverage: Diminisher or Multiplier?

imagesI’ve been asked over the past 3 weeks by different people from different parts of the world this question: How can I build my team with the right kind of people?

I’ve provided a wide variety of answers, ideas, suggestions and some of my own experience, that has great success stories as well as some glorious failures.

I’ve been reading a book over the past number of weeks by Liz Wiseman called, “Multipliers(©2010 Harper Business).

Today I have a different answer to my friends that have asked me about how to build their team because Wiseman defines LEVERAGE in a really simple way, so I wanted to share it with you, but I also encourage you to read the full book and get the whole perspective.

Wiseman defines leaders in 2 ways:  You are either a DIMINISHER or you’re a MULTIPLIER.

I’ll share her summary from page 23 of her book:

“The Diminisher is a micromanager.  The Multiplier is an investor”


The Empire Builder – Hoards resources and underutilizes talent

The Tyrant – Creates a tense environment that suppresses people’s thinking and capability

The Know-It-All – Gives directives that showcase how much they know

The Decision Maker – Makes centralized abrupt decisions that confuse the organization

The Micro Manager – Drives results through their personal involvement


The Talent Magnet – Attracts talented people and uses them at their highest point of contribution

The Liberator – Creates an intense environment that requires people’s best thinking and work

The Challenger – Defines an opportunity that causes people to stretch

The Debate Maker – Drives sound decisions through rigorous debate

The Investor – Gives other people the ownership for results and invests in their success


Which style do you identify with most? Do you have a little of both in you? Do you want to grow in some areas?

Here’s the thought that’s really difficult for us as leaders:

Sometimes we feel that we just can’t find the RIGHT people to join our team, our vision, our cause.

The reality is that the more important question is: What kind of leader am I? What kind of people am I able to attract by the way I lead and invest in my team?

I’m convinced that if you become more of a MULTIPLIER, people will come. They will want to work with you. They will want to be a part of your vision. They will bring others with them.

If you operate as a DIMINISHER, you will have a hard time keeping your team. You’ll have a hard time motivating your team. You’ll have an impossible time attracting others to work with you.

Do some internal work before you begin looking externally for team members.

Figure out how to LEVERAGE your leadership and your team will grow.

And to my friends, asking the question: This is a great place to start!



For more on LEVERAGE, Click HERE

Posted in Leadership Coaching, Leadership Community, Organizational Development, Personal Leadership Tagged with: , , , , , ,

Row, Row, Row Your Boat

0704_1936-olympicsLeveraging Your Team for Greater Impact

I’m a sucker for historical biographies. The one that’s got me hooked right now is a book called “The Boys in the Boat” by Daniel James Brown. It tells the inspiring story of nine students from the University of Washington who shocked the world by winning Olympic Gold for the U.S. against the mighty German crew rowing for Adolf Hitler in the 1936 Olympics in Berlin, Germany. The Olympics were remembered most because of the runner Jesse Owens winning 4 gold medals, and in doing so, helping crush the Hitler myth of Aryan supremacy. But what was missed in history was the colossal upset of these nine lower middle class young men who had only been rowing together a few short months. The book emphasized the importance of “synchronization”, even over talent and experience. In a short amount of time these young men learned how to work together to accomplish the impossible. They learned the power of LEVERAGING TEAMWORK!

Our greatest impact comes when we learn how to “row in sync” with the people in our organization. When your team is giving maximum effort, connected by a common cause, “winning gold” will be the result! That will happen when the common cause MATTERS deeply to them. And this cannot be accomplished without the help of equipment, like a kayak gps, without which, the whole team would go haphazard.

Does your vision MATTER as deeply to the people you lead as it does to you? Would they “storm hell with a water pistol” because they care that deeply for the vision? When it MATTERS and when you can LEVERAGE that into TEAMWORK, you are going to strike “gold”!

As leaders, how do we help ensure that it MATTERS to the people we lead? May I suggest 3 “Matters” that Matter for Team Leverage

1. IT matters
Every organization has an “It”. It’s that one thing that fuels everything your organization does. It’s the reason you get up in the morning, it’s the thing you stay up at night dreaming about, it’s the reason you all are a team in the first place. The ’36 U.S. rowing team knew clearly what their “it” was… win the gold medal! How clear is your “it”? How often do you bring your team back to “it”? Could everyone on your team define and explain “it”? How creatively do you weave “it” into your team, week in and week out. “It” makes all the sacrifices worth “it”! “It” is the VISION worth living and dying for!

2. I matter
Even though there’s “no I in team”, a person needs to know they matter and play a pivotal role in the “it” of your organization. Tenaciously communicate care, affirm their accomplishments, and make sure they are in their “sweet spot”. One of the most important roles we can play as leaders, is to help people find their greatest strength and help them leverage it for the organization. Mark Miller in his book “Chess Not Checkers: Elevate Your Leadership Game” says…

“When people are given the opportunity to do what they do best, you engage much more than their hands. When you allow people to contribute their unique gifts and ask them to work from a place of personal strength, you do much more than get work done- you honor them and their contribution.”

3. WE matter
This speaks of the  power of TEAMWORK. A big piece of this include the other 2 “Matters”. When your team gets and believes in “it” and clearly know their role and importance, you’re on your way to “gold”. But building teamwork is a continuous process. Again, Mark Miller has some great words for us in this regard (he uses the word “alignment” for teamwork)…

“…don’t assume alignment is something you can fix and walk away; it will be an ongoing challenge. Think of your organization as a car driving at high speeds down a bumpy, dirt road. The car will constantly be knocked out of alignment. Part of your never-ending role is to keep the organization aligned on what matters most. When your organization gets out of alignment, you lose energy, focus, momentum, and results.”

Partly inspired by “The Boys in the Boat”, I’m taking our leadership team kayaking/canoeing in a couple of weeks (who knows, maybe we have some gold medal winners). And as much as I like kayaking… kayaking isn’t the point. What is? Communicating that IT Matters, I Matter, & WE Matter! It’s not the cure to the challenges of leveraging teamwork but… it’s a step (or should I say, a “row”)!

What could you do this week to help your team “row in sync” toward organizational “gold”?

Posted in Leadership Coaching, Personal Leadership Tagged with: , , , ,

Simple Goals

imagesWe’ve been talking about GOALS this month. The purpose is to help you understand the importance of creating goals in your life and in your work.

I’ve received some comments from people who are just overwhelmed by the work involved in creating SMART GOALS, which we highly recommend.  We’ve also talked about the fact that often we don’t create goals because we’re just afraid of failure.

Today I want to take a step back, and remind you that setting goals doesn’t have to be complicated. It can be really simple.

Here are 3 thoughts on SIMPLE GOALS:


For many of us, one of the hardest steps is taking a goal from our mind and putting it on paper. I want to encourage you to just “write it down”. Don’t worry about defining it at this point. Don’t worry about validating it at this point. Just write it down someplace and let it sit. The goal will begin to work itself out as you study it, think about it, put practical steps to it, but the first thing is to write it down.



For many of us, we may take the step of writing the goal down, then we do nothing with it. We may lose the paper, we may ignore it, we may fight it. The second thing we need to do is to create some simply action steps. What can we do that will help us achieve this goal. An example would be: I want to lose 10 pounds.  Action steps might be:  weigh myself today, determine where and when I will exercise, develop a menu plan, etc…    What are the first steps you need to take to even begin moving towards the goal.



For many of us, we need to be constantly reminded of what it is we’re trying to accomplish. I’m going to let John W. Richardson speak to this in a post on his blog, Personal Success Today. He’s got some great suggestions and a simple tool that will help you keep your goals in front of you. Read his post HERE.


Don’t make it too complicated. This tips can be used by kids, young people, new leaders and any professional.

If you haven’t taken that first step of creating some practical goals, try it today!

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The Goal

imagesYears ago, someone gave me the book, “The Goal”, by Eliyahu M. Goldratt & Jeff Cox.

I remember picking it up years ago, and thinking that it was a book about “Goal Setting”, only to be disappointed at first that it was a book that basically told the story of a crisis in manufacturing, and it worked through the process that Alex, the plant manager is facing, as he also faces a crisis in his marriage. I read the book, enjoyed it, and pulled some things out of it that have challenged me in my  leadership over the years.

I pulled the book out again a couple of weeks ago as I began thinking about some posts on Goal Setting and some Tip Sheets to help people create and set real goals.

In this book, one of the things they work through is the idea of the “Theory of Constraints”. The Theory of Constraints basically tells us that everything is vulnerable in leadership because there is always a “weak link” or a “bottleneck” in any process that keeps us from accomplishing what it is we set out to do.

The book works through this process and explains how this works.

Now, I want to come to the point of this post.

We’re talking about GOALS this month, and those of you that know me know that I speak often of the importance of  GOOD GOALS, of SMART GOALS, of ANY KIND OF GOALS. I simply believe that if we are able to create, manage and tackle goals, it will help us grow our organizations, it will help us grow as individual leaders, and it will increase our effectiveness and our impact.

I believe this. I’ve seen it work. I’ve experienced this, both in times of effective goal setting and in times of a complete lack of clear and practical goals.  I know that we’re better leaders when we have something to work towards.

For some of us, the reason we don’t accomplish our goals comes back to this “Theory of Constraint”. We have great intentions, we have great ideas, we even have great goals, but something keeps us from accomplishing them, and we’re just tired of failing at our goals, so we stop creating them.

Here are 5 things that might be keeping you from experiencing the effect of great goals in your life and work:


Our goals aren’t good ones. The idea of SMART GOALS basically tells us that goals have to be: Specific, Measurable, Achievable, Realistic and Timely.  More on SMART GOALS…


We have great intentions, but we let other things get in the way. We fight the “Tyranny of the Urgent”. We let good things crowd our lives and it keeps us from accomplishing GREAT things.


We live in a world that is full of noise, opportunity, need and crisis. We haven’t learned how to focus on the most important things. This sounds like priorities, but it’s deeper than that… it’s the ability to stick with something when there are so many other things fighting for our attention.


Sometimes we’re afraid to make decisions because they might be wrong. We are paralyzed by fear that keeps us from doing anything. We would rather be “stuck” than make a wrong decision.


We don’t accomplish our goals because we don’t ask for help when we need it. We think that good goals are ones that we can do on our own. We forget that we need other people sometimes. We forget that sometimes we CAN’T do it ourselves.

Are any of these things creating a bottleneck between you and the goals you have created and are hoping to accomplish? Figure out what’s keeping you from your goals, and fix it! Don’t allow one or all of these things keep you from greater success, greater accomplishment and greater impact.

Don’t give up on your GOALS!

Posted in Leadership Coaching, Organizational Development, Personal Leadership, Uncategorized Tagged with: , , , , , , , , ,

Get In The Ring: Embracing Healthy Conflict In Your Team

imgresAs Patrick Lencioni said in his book The 5 Dysfunctions of a Team, “Fear of Conflict” is one of the things that can cripple a team.

I used to avoid conflict because it made me feel uncomfortable, over the last few years I have chosen to embrace it and have seen how it could be one the biggest blessings for a team.

An example from the early church. Acts 15:1-5. After Paul’s first missionary journey, while he stayed in Antioch for a while – some men came and preached a contrary message to the one he was preaching. He was shocked and it resulted in a “sharp dispute”. When the issue could not be resolved, he travelled ALL the way to Jerusalem to tackle the root of the problem. The issue was resolved and it ended in many other issues being addressed.

The main point is that conflict is good, normal and necessary for a team to grow.

We need to learn how to fight fair, but the reality is that some of us always avoid the fighting ring…or sit in the stands and pretend there is no ring at all…

So for all our leaders out there….

  • We need to be READY to get in the ring.

Paul did not ignore, bypass or ran away from it. He took it head on. But did not insist on being right with the men in Antioch. Rather went to attack the source tackle the issue, and not the people. Conflict is inevitable and will occur in any relationship or team. We need to expect it, anticipate it. If there is no conflict, one of you is not being honest. We are all different, so there will be differences

  • We need to be WILLING to get into the ring.

Paul called for time out. He left what he was doing, travelled long distances to resolve this issue. Handling conflict needs to be a high priority – it takes time and effort. We need to be quick and not let it linger…bitterness, division can easily creep in.

Paul said to the Ephesians: “In your anger do not sin. Do not let the sun go down while you are angry. Do not give the devil a foothold” Eph.4:26,27

As a side note, their issue was significant. We need to sweat the small stuff and major on the majors!

  • We need to be HAPPY to get into the ring.

Paul knew the value getting in the ring: growth, increased effectiveness and peace it could bring. Also knew what lack of conflict could do: bring division, compromise the true message of the Gospel etc. For a team to thrive, conflict needs to be welcomed. Many of us, myself included, just need to change our perspective on it. If we consider the benefits of healthy conflict for our team we will embrace it; strengthening unity, revealing blind spots, clearing the air of assumptions/hard feelings. Doing self-evaluation, working on our communication and realising we are different will help a lot.

So go on, get in the RING!


Posted in Leadership Coaching, Personal Leadership Tagged with: , , , , , ,


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