Comments on: It's You. Now What? http://www.aspire-cs.com/its-you-now-what Thu, 09 Feb 2012 18:03:14 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Kristin http://www.aspire-cs.com/its-you-now-what/comment-page-1#comment-779 Kristin Thu, 11 Feb 2010 21:08:40 +0000 http://www.aspire-cs.com/?p=758#comment-779 Mary Jo, I wanted to congratulate you on having this post selected as part of February's Carnival of Trust, hosted this month by Bret L. Simmons. The Carnival is held monthly and highlights the top blogposts dealing with the subject of trust in society, business and politics. Your post provides some great insights and advice for how to start moving forward once you've acknowledged that you can help make your team a stronger unit, especially if there are issues at hand. Great post! We look forward to hearing more from you! To check out the rest of the Carnival, please go to: http://www.bretlsimmons.com/2010-02/february-2010-carnival-of-trust/ Best, Kristin Trusted Advisor Associates, LLC www.trustedadvisor.com Mary Jo,

I wanted to congratulate you on having this post selected as part of February’s Carnival of Trust, hosted this month by Bret L. Simmons.

The Carnival is held monthly and highlights the top blogposts dealing with the subject of trust in society, business and politics. Your post provides some great insights and advice for how to start moving forward once you’ve acknowledged that you can help make your team a stronger unit, especially if there are issues at hand.

Great post! We look forward to hearing more from you!

To check out the rest of the Carnival, please go to:
http://www.bretlsimmons.com/2010-02/february-2010-carnival-of-trust/

Best,
Kristin
Trusted Advisor Associates, LLC
http://www.trustedadvisor.com

]]> By: Mary Jo Asmus http://www.aspire-cs.com/its-you-now-what/comment-page-1#comment-654 Mary Jo Asmus Mon, 11 Jan 2010 11:54:02 +0000 http://www.aspire-cs.com/?p=758#comment-654 Hi Katy, Absolutely! I have used Lencioni's work and find it brilliantly simple and effective. Thanks. Hi Katy,

Absolutely! I have used Lencioni’s work and find it brilliantly simple and effective. Thanks.

]]> By: Katy http://www.aspire-cs.com/its-you-now-what/comment-page-1#comment-653 Katy Sun, 10 Jan 2010 18:42:03 +0000 http://www.aspire-cs.com/?p=758#comment-653 Hi Mary Jo - I think many managers find themselves in that position where there team has become unresponsive and you offer some great advice on how to break out of that scenario. I would highly recommend Lencioni's Five Dysfunctions of a Team to anyone who sees this type of lack of participation in team discussions. Hi Mary Jo – I think many managers find themselves in that position where there team has become unresponsive and you offer some great advice on how to break out of that scenario. I would highly recommend Lencioni’s Five Dysfunctions of a Team to anyone who sees this type of lack of participation in team discussions.

]]> By: Lisa Rosendahl http://www.aspire-cs.com/its-you-now-what/comment-page-1#comment-652 Lisa Rosendahl Fri, 08 Jan 2010 14:29:12 +0000 http://www.aspire-cs.com/?p=758#comment-652 Yes, it was like the light went on and I saw things much clearer, once I saw that, things could not stay the way they were. Mostly it involved addressing issues I had been avoiding or publicly stating, "from this point on, here are my expectations . . ." Yes, it was like the light went on and I saw things much clearer, once I saw that, things could not stay the way they were. Mostly it involved addressing issues I had been avoiding or publicly stating, “from this point on, here are my expectations . . .”

]]> By: Mary Jo Asmus http://www.aspire-cs.com/its-you-now-what/comment-page-1#comment-651 Mary Jo Asmus Fri, 08 Jan 2010 12:18:50 +0000 http://www.aspire-cs.com/?p=758#comment-651 Lisa, Curious. When you discovered "its all you", were you able to put personal behavior changes in place that made a difference in correcting the team dysfunction? Lisa,

Curious. When you discovered “its all you”, were you able to put personal behavior changes in place that made a difference in correcting the team dysfunction?

]]> By: Lisa Rosendahl http://www.aspire-cs.com/its-you-now-what/comment-page-1#comment-650 Lisa Rosendahl Fri, 08 Jan 2010 11:57:42 +0000 http://www.aspire-cs.com/?p=758#comment-650 You don't know how many times I've entered into a meeting with my coach looking for help to address a team function/disfunction and end up leaving with, "it's all me." Eye opening indeed. You don’t know how many times I’ve entered into a meeting with my coach looking for help to address a team function/disfunction and end up leaving with, “it’s all me.” Eye opening indeed.

]]> By: Mary Jo Asmus http://www.aspire-cs.com/its-you-now-what/comment-page-1#comment-649 Mary Jo Asmus Fri, 08 Jan 2010 11:22:12 +0000 http://www.aspire-cs.com/?p=758#comment-649 Tanveer, how true. One of the things I find is that leaders will make these kinds of changes, feel that they are "in the habit" with new behaviors - yet when I interview people around them, find that they are still seeing the leader with their old habits. There are lots of reasons for this, but it isn't usually that the leader isn't trying. I believe (at least partially) it has to to with the time it takes for others to "catch up" and really see the leader with their new behaviors. I am often humbled at the courage it takes for these leaders to have the patience and fortitude to continue when it takes so much longer than anyone might expect. Thanks for your insightful input, as always. Tanveer, how true. One of the things I find is that leaders will make these kinds of changes, feel that they are “in the habit” with new behaviors – yet when I interview people around them, find that they are still seeing the leader with their old habits. There are lots of reasons for this, but it isn’t usually that the leader isn’t trying. I believe (at least partially) it has to to with the time it takes for others to “catch up” and really see the leader with their new behaviors.

I am often humbled at the courage it takes for these leaders to have the patience and fortitude to continue when it takes so much longer than anyone might expect.

Thanks for your insightful input, as always.

]]> By: Tanveer Naseer http://www.aspire-cs.com/its-you-now-what/comment-page-1#comment-648 Tanveer Naseer Fri, 08 Jan 2010 00:50:44 +0000 http://www.aspire-cs.com/?p=758#comment-648 Mary Jo, Good follow-up to your first piece. I would just add to it that leaders need to also give time to their followers to adapt to this change; that at first, there might be some hesitation at wanting to participate out of fear of reprimands. In other words, understand that you'll have to deal with your team's ambivalence/wariness toward the both the sincerity of your about-face as well as your desire to stick to it despite the hardship in making the change. Don't look at their response as indicative that your efforts are not panning out; instead, it's a natural reaction that they've been trained to have under your leadership. Mary Jo,

Good follow-up to your first piece. I would just add to it that leaders need to also give time to their followers to adapt to this change; that at first, there might be some hesitation at wanting to participate out of fear of reprimands.

In other words, understand that you’ll have to deal with your team’s ambivalence/wariness toward the both the sincerity of your about-face as well as your desire to stick to it despite the hardship in making the change. Don’t look at their response as indicative that your efforts are not panning out; instead, it’s a natural reaction that they’ve been trained to have under your leadership.

]]> By: Mary Jo Asmus http://www.aspire-cs.com/its-you-now-what/comment-page-1#comment-647 Mary Jo Asmus Fri, 08 Jan 2010 00:09:42 +0000 http://www.aspire-cs.com/?p=758#comment-647 David, interesting summation. I'd love to hear more of your thoughts on how you arrived there. Thanks. Meredith, good points. Self awareness is definitely the first step! I ask my clients to observe themselves as if they were divided in two - one being the observer. I think this is a kind of "self awareness in the moment" and often seems to work to remind them to be aware of their actions as they unfold. David, interesting summation. I’d love to hear more of your thoughts on how you arrived there. Thanks.

Meredith, good points. Self awareness is definitely the first step! I ask my clients to observe themselves as if they were divided in two – one being the observer. I think this is a kind of “self awareness in the moment” and often seems to work to remind them to be aware of their actions as they unfold.

]]> By: Meredith Bell http://www.aspire-cs.com/its-you-now-what/comment-page-1#comment-646 Meredith Bell Thu, 07 Jan 2010 19:07:19 +0000 http://www.aspire-cs.com/?p=758#comment-646 Excellent points in both of these posts, Mary Jo. All your recommendations are so important but require great self-awareness on the part of the leader. In a meeting, it's always a challenge to track both content and process simultaneously. And if the leader is not also aware of his/her internal reactions to both, problems can result. Monica's story in your earlier post is a great example. Excellent points in both of these posts, Mary Jo. All your recommendations are so important but require great self-awareness on the part of the leader. In a meeting, it’s always a challenge to track both content and process simultaneously. And if the leader is not also aware of his/her internal reactions to both, problems can result. Monica’s story in your earlier post is a great example.

]]>