If you look carefully at how high-performing leaders and teams act, you’ll find a different pattern.
They have clarity, purpose, buy-in, and are process-oriented.
Research suggests that goal-driven leaders outperform those that are not. So if you’re not a goal-setting kind of person, maybe it’s time to rethink your approach at the beginning of the year.
It’s each leader and team member’s responsibility to Reject Complacency and Embrace Growth.
A leader’s job is to ensure their culture promotes effective thinking and positive behavior regardless of the circumstances.
If you are going to be a leader who defines reality, it’s time to take off the rose-colored glasses and paint an accurate picture of where your company or team is today, in light of the coronavirus.
It’s clear great leaders understand two simple things about goal setting. First, they know how important goals are because the true meaning of the word “team” means “coming together as a group to achieve a common goal.” Second, they set goals their team cares about achieving.
Most leaders inevitably feel that they’re steering their team in the right direction but when symptoms arise that prove the contrary they chalk it up to industry averages or extenuating circumstances outside of their control. While there are times when these could be the cause of the symptoms more often than not, the leader simply isn’t on the correct path.
