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

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man in business suit pointing to camera with words that say "Get more done"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.

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Is Your Business Structured Like a Race Horse or a Platypus?

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silhouette of a stallion running at dusk | Is your business structured like a stallion?Most companies end up structured in a way that is very unintentional. Recently I told a new client that many companies end up with an organizational structure that looks much more like a platypus than the stallion your company needs. They got a chuckle out of this. I soon learned that the nervous laughter was because they had created a very haphazard, platypus-like structure and they knew they had work to do.

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Why Meetings Are Like Grow Monsters – and What to Do About It

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Plastic dinosaur on a barren field, representing how company meetings are like grow monstersAs a young boy in the 1970s, I was excited to receive my first set of “Grow Monsters.” Cheap toys made from a super-absorbent polymer, these small, shapeless specks would expand by up to 500% of their original size when placed in water. Fullgrown, they were supposed to resemble dinosaurs and other fearsome creatures, with the process designed to delight and amaze naïve young lads like me.

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Leadership Accountability: The Secret to Effective Employees (Part 2)

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This is part 2 of a two-part series. Read part 1 of the series.

Road to Improvement written on desert roadPerformance management is an ongoing challenge in most organizations. Managers spend hours huddled over spreadsheets, analyzing employee performance metrics, looking for ways to improve performance and boost production. When mistakes happen – and they do happen – the bulk of the blame is often shoved off onto the employee.

What leaders often fail to acknowledge is their role in the errors. Here are two ways leadership can develop employees for greater performance.

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Leadership Accountability: The Secret to Effective Employees

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Leadership accountability: the secret to effective employeesThis is part 1 of a two-part series.

Performance management is an ongoing challenge in most organizations. Managers spend hours huddled over spreadsheets, analyzing employee performance metrics, looking for ways to improve performance and boost production. When mistakes happen – and they do happen – the bulk of the blame is often shoved off onto the employee.

What leaders often fail to acknowledge is their role in the errors. This lack of leadership accountability can cause problematic issues to continue repeating. This, in turn, causes a decrease in employee morale as frustration and devaluation increase.

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