When all else fails…learn from it! One of my favorite moments in the Disney children’s movie “Meet the Robinson’s” is when young Cornelius does not fix something correctly and the whole family celebrates a brilliant failure. “From failure you learn. From success? Not so much.”

How many times have you found projects not going according to YOUR expectations? Do you ignore the situation? Become aggressive to try and forcefully remediate?

I posit that by Intentionally Engaging ® (www.IntentionalEngagement.com) the individual members of the team, and sometimes making hard decisions about the makeup of the team, your employees will find a common understanding and be focused on shared achievement rather than emotionally focused responses. If you get the project team focused around a common goal and shared vision, you will have substantial progress, even in the direst of circumstances.

How do you rally your teams around a shared vision when all is not well?

People tend to talk AT other people. There’s not much listening or engagement going on. When two people connect, they show each other respect by listening, reflecting, replying, and challenging each other’s ideas.

Do you TALK or Connect? How about others around you, either at home or at work? Let me know your thoughts in the comments section below.

Intentional Engagement® is an operational model focused on how to fully engage and retain a 21st century workforce. The model teaches how to connect, empower and act intentionally.

In Leaton’s soon to be released book “Intentional Engagement” (© 2017)  you will join the transformational journey of Paul, a newly appointed CEO, and how he learned and transformed his organization into an intentionally engaged workforce—reducing turnover and becoming known as an employer of choice.

Learn more at Intentional Engagement (link)

Are you a LEADER or are you a MANAGER?  A manager is a role within an organization.  Over the years I have seen managers who were experts at making sure the body of work was completed as needed, but in no way were they leaders.  I have also seen countless examples of individual contributors who were gifted leaders and achieved their goals through influence and engagement rather than authority.  It comes down to a simple definition: As a leader, you lead people.  As a manager, you manage tasks.  Those with the ability to do both will rise to the top.