Articles categorized as:
Steve Ritter
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March 9, 2015
Assess Ten Strengths
Before inspiring your team with tomorrow’s vision, perform a quick assessment. After all, an expensive strategic planning exercise wastes time and talent when the health of the team can’t support the action plan. Before you look too far ahead, measure ten simple areas of team effectiveness.
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February 26, 2015
Finish the Argument
Day-to-day interactions with colleagues often provide an indication of the quality of communication without revealing much evidence about the reasons for its strength or weakness. True data usually lives beneath the surface. When it’s not going well, the motive for the choice not to collaborate is frequently some unresolved grudge that converts a “we” into an “us vs. them.” Perhaps a teammate said something insulting six months ago. Maybe a counterpart came from the wrong side of a merger following a corporate acquisition. Sometimes a colleague stays loyal to a previous leader. Either way, a talent with whom you should partner is rendered off limits. What should you do?
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February 12, 2015
The Three Drivers of Trust
Every interaction either adds or subtracts from the trust of a partnership. Whether you give trust freely or require it to be earned, it grows and shrinks continuously. When you look closely into the aspects of interpersonal exchange that populate a typical workplace, the disparity in willingness to take risks amongst teammates makes sense. Consider the three primary drivers of trust: connection, respect, and accountability.
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January 30, 2015
Author Your Legacy
We are about five years away from the boomer generation becoming a minority in the workforce. The change in demographics has businesses dusting off succession planning documents and asking increasingly urgent questions about strategic direction, talent quality, bench strength, and legacy. Leaders face a critical choice to begin the process: set the table for my successor or leave a mess for someone else to clean up?
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January 20, 2015
Become a Connector
Connectors know everyone. They’re not simply collectors of people. They join people with others. They promote their networks by sharing them generously. In a positive spiral of teaming, requests lead to introductions which, in turn, ignite collaborations that eventually prompt referrals. The cycle continues as connectors expand the base of pooled talent. Consider three strategies for growing your network:
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January 13, 2015
10 Pillars of Organizational Excellence
Collaborating fuels energy in most top workplaces. Effective teamwork is only a small part of what makes organizations excellent. Employers-of-choice make a sustained investment the health and wellness of the internal culture so that top talent seeks entry and stays forever. Take a moment to name the strengths and gaps in your organization as you consider these 10 pillars of organizational excellence:
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January 2, 2015
The 3 Sources of Poise
Is it nature or nurture? Poise during the final seconds of an expiring clock in a sports contest often separates winners from losers. Hitting the high note in a solo during an orchestra performance in front of a packed house frequently distinguishes the virtuoso musician from the unprofessional. Making the tough decision at the head of the leadership table usually differentiates the effective chief executive from the ineffective figurehead. Are these leaders born with such composure under pressure or are these learned behaviors? A little of both is the likely answer. So, assuming the gift of nature – the lucky wiring handed down from generations of genetics – is part of the package, where does the nurture – the learned ability to remain graceful when it counts most – come from? Let’s look at the three most likely sources.
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December 22, 2014
Eight Simple Questions
The holiday season brings time for reflection. Why squeeze your resolutions into the first week of January? Each day of the year offers a chance to grow. Consider more frequent assessment and reassessment of your direction. What questions might you ask?
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December 11, 2014
Workplace Bullies and Their Cost
Although the 20% “actively disengaged” statistic may not apply to your workplace, chances are you have dysfunctional elements lurking on your team. Most organizations do. It is the nature of being human that negative attitudes, broken personalities, and poor coping skills creep from families into the job site. Usually, it’s subtle and insidious. Businesses are being robbed.
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December 2, 2014
The 3 Anchors of Team Growth
1. Learn
2. Assess
3. EvolveWhether you are managing a championship caliber sports team, a global law firm, or a local school district, the recipe for healthy growth is the same. First, do your homework. Next, identify your strengths and vulnerabilities. Then, push or pull your team to the next level. First learn, next assess, and then evolve. Here’s how:
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November 24, 2014
The 2014 Team Clock “Thank You” List
Happy Thanksgiving! Chances are you made the 2014 Team Clock “Thank You” list. This year’s list is populated by colleagues of all shapes and sizes. Click below to see your contribution to our partnership.
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November 12, 2014
Performance Anxiety
This is Sports Psychology 101, folks. The Chicago Bears are stocked with the finest talent at key positions and the highest paid player in the league at quarterback. Their global search for the perfect general manager and head coach resulted in a resounding chorus of Kumbaya. Media reporters who dare to challenge the mediocrity of on-the-field performance are condescendingly informed that everything is fine. Practices are focused. Game plans are studied. Locker room morale is high. The team is prepared. So why do they wet the bed at game time?
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November 10, 2014
Does This Make Me Look Fat?
Ask the tough questions only when you truly want the answers. Requests for feedback are often misunderstood as appeals for praise. Why ask unless you are prepared to absorb the critique and make the changes it evokes? Consider intensifying the challenge. Rather than asking a friend, ask a stranger. Instead of soliciting one opinion, ignite a feedback circle. Here’s an example:
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October 27, 2014
Three Ways to Become Invisible
One true measure of engagement is if, in the eyes of your peers, you matter. Whether in a business meeting or an interpersonal exchange, everybody knows what it feels like to be invisible. Your partners might be making eye contact but their attention is on other priorities. Colleagues are checking their smartphones during your presentation. It’s the classic portrayal of “presenteeism” – the body is present but the spirit is not. Consider these three methods to achieve invisibility:
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October 8, 2014
The Beauty of Imperfection
Whether you’re a part of an organization, a team, a relationship, or engaged in a staring contest with a mirror, poor choices and mistakes create the secret path to evolution. Despite the elusive goal of perfection, true beauty lives in the flaws of being human and, thus, a work in progress. The goal is not to become the ideal. It is to follow our struggles as guideposts for growth. What is your personal strategic plan?
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September 22, 2014
Please Leave!
Few organizations can boast 0% disengaged workers in their workplace. Gallup data suggests that about 20% of the country’s workforce is actively disengaged. At minimum, they devote their energy to preventing change. At maximum, they poison the culture with negativity. When an organization commits to a culture of engagement and wellness, the welcome mat for the actively disengaged is removed from the employee entrance. How is this accomplished?
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September 18, 2014
5 Steps to Diversity-Friendly Leadership
The audience for the recent “Women in Technology” keynote bore little resemblance to the demographics on the convention floor at CTIA’s 2014 Super Mobility Week in Las Vegas. While the exhibitor booths were commonly staffed with more men than women, female attendees of the workshop represented greater than a 9-to-1 ratio. The elephant in the room was not the fact that the keynote speaker was man. The travesty was the glaring absence of male participants in an industry needing to “get” the diversity advantage.
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August 20, 2014
Everyone is Traumatized
We all perform well under normal circumstances. Poise stands out under stress. When the heat is turned up, look for the teammate with the best coping skills to lead the way. That’s not always the designated leader. It’s usually whoever has the most relevant experience with managing crisis effectively. Often, it’s the teammate with a trauma history. Do you know anyone who has been through a traumatic event?
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August 4, 2014
The Anonymity of Performance
Whether assisting with financial, legal, or healthcare concerns, professional service firms tend to look the same from the outside. You hire a specialist who represents an organization you trust. You place delicate matters in his or her hands and hope for a better future. Behind the scenes, your trusted representative is powered by an anonymous team of talented partners who manage the operations. Who are these essential teammates and how do we measure their performance?
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July 11, 2014
Strategic Abandonment
Make your list today. What should I stop doing? In a workplace of unprecedented complexity, running faster and working harder only grows the problem. There’s no good way to pack 15 lbs. of potatoes into a 10 lb. sack. It’s time to abandon something. Subtraction is useful math.
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June 30, 2014
World Cup Succession Planning
One of the pleasant surprises of the 2014 World Cup is the artistry coming from unexpected teams and unheralded talent. Odds-makers and media experts have been forced to recalibrate their predictions. Savvy veterans are welcoming their youthful successors with appreciative celebration. The professional sports industry seems to embrace the seasonality of teams more effectively than other business sectors. Perhaps we should take a lesson.
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June 16, 2014
Dancing with Strangers
Engaging with unknown partners poses risks. Without the context of a track record, it’s hard to predict the direction collaboration might take. A cocktail of trust, courage, and adventure must be consumed before dancing with a stranger.
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June 3, 2014
Recruiting for Resilience
When the leadership team completed the assessment of their culture, they reached the conclusion that the most effective teammates were the ones most aligned with the energy of change. Conversely, those who struggled with change seemed to be directing their efforts toward resistance rather than their job tasks. They created drag on otherwise promising aerodynamics.
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May 15, 2014
It’s Easier Not To
Someone said or did something that hurt your feelings. Should you say something? It’s easier not to. Your most trusted teammate wasn’t listening when you took the risk to expose your emotions. Do you let him know it made you feel like a low priority? It’s easier not to.
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April 25, 2014
Teamwork Actualized: The New Team Clock Website
The crew that initially gathered around the table to design the new teamclock.com website was an unusual assortment of complementary talents. The team of creative minds combined a web designer, a marketing expert, a graphic artist, a social media guru and a business strategist. Divergent strengths and competing perspectives provided the fuel for innovation.
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April 3, 2014
Peer Pressure
It took nearly three years for the Team Clock Institute to publish the soon-to-be-released interpersonal suite of products. The assessment sort cards and action workbook unfolded quickly since they are both anchored in the trademarked principles and methodology of the Team Clock. The book, Useful Pain: Why Your Relationships Need Struggle, took over two years to complete. While the author had his own obstacles, the primary source of delay was the decision to invite critique.
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March 7, 2014
The Purpose of Struggle
The Team Clock Institute’s upcoming release, Useful Pain: Why Your Relationships Need Struggle, was written as an enticement for growth. Based on a simple concept, interactions between partners are viewed in necessary cycles of meaningful challenge.
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February 18, 2014
The Mindfulness Recipe
A meditative lifestyle practiced for centuries has suddenly become the hot mantra in workplace wellness. Mindfulness is the new remedy for chronic career stress. It’s simple – when the pressure of your job grows too intense, invite a deep breath to be the pathway to awareness of the sights, sounds, and smells of your surroundings. All is now well, right?
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January 31, 2014
Every Day is a Job Interview
There is always a most engaged person in the audience. Whether a professor in front of a classroom or a speaker addressing hundreds at a professional conference, one participant lifts the energy in the room by tuning in with all senses. Everybody else reaps the benefits. Consider these examples.
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December 30, 2013
2013 in the Rearview Mirror
This year’s discoveries were unexpected. The common theme was courage. Each of the teams highlighted in this retrospective were elevated by the bravery to abandon comfort and ignite change. They didn’t wait for the business landscape to demand a reaction. They listened to their clients, anticipated the future, and created solutions. Please enjoy a sampling of excellence.
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December 5, 2013
We Have a Winner!
Congratulations to Laura Gettinger, a Chicago-based professional wellness consultant, for winning the 2013 Team Clock Institute Holiday Matching Game. Laura correctly matched all five team challenges with the outcomes resulting from their struggles. Below are brief summaries of each resolution.
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November 27, 2013
Holiday Matching Game
Let’s kick off the holiday season with a game. Below are five team challenges observed in 2013. Following the challenges are five outcomes. Can you match the challenge with the outcome?
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November 14, 2013
The Four Teams Everyone Experiences
Take a look back through your work history and evaluate the various teams you’ve joined. Everyone has experienced at least one of the following situations:
“We just knocked it out of the park! How do we elevate our team to the next level?”
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“Wow! Everything is changing! Can we slow down for a while and get our bearings?”
“We really under-performed this year but it’s hard to know what to fix to make this better.”
“This is the most dysfunctional group I’ve ever seen. This is toxic!” -
November 4, 2013
The Boardroom and the Bedroom
When Team Clock was published in 2009, we offered up a simple model for creating and sustaining effective teams. As I shared the Team Clock concept with business leaders, time and again people asked me how these principles applied to interpersonal relationships. Could the conflict resolution and team building strategies applied in the boardroom also work in the bedroom? Does the cycle of investment, trust, innovation, and distancing play out between friends and management teams alike?
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October 16, 2013
Funding Your Job Hunt
There’s a parallel running through the baby-boom and millennial generations. It’s driven by a shrinking tolerance for work that lacks meaning and purpose. Patience is wearing thin on workplaces shaped by toxic politics. Unless impact is measurable with some regularity, jobs fail to engage or become sources of burnout. Whether you are thirty or fifty years old, it’s good to get clear about the most basic, non-negotiable criteria for a thriving professional path.
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September 12, 2013
Tie Your Shoe
A long time ago, I was running a distance race on college track team when I noticed my shoe was untied. The only reason I became aware of the problem was because my shoe was slipping at the heal and slowing me down. Buried in the middle of the pack, I had to decide whether to “make a pit stop” and tie my shoe or finish the race with the impediment. If I stopped to tie my shoe, I would fall behind. If I fought the slippage, I would have to perform at less than peak ability. What would you do?
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August 21, 2013
Organizational Nirvana
Gallup’s recent employee engagement data paints a pessimistic picture of the modern workplace with more than seven out of ten workers either disengaged (“sleepwalking”) or actively disengaged (“toxic”). That leaves a courageous minority of passionate talent who would run through a wall for your organization. Lost in the metrics are the rare organizations that have devoted themselves to a culture of 100% engagement – no sleepwalkers or poison.
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July 31, 2013
Summer Elixir
The healing powers of summer are providing the annual elixir to teachers and school administrators everywhere. No matter how awful the internal politics of their workplaces last spring, August will usher a renewed sense of hope for the fall return to the classroom. Like a bad case of amnesia, the break will successfully numb these professionals from the unresolved violations of healthy organizational culture that exhausted them a few short months ago.
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July 11, 2013
4 Easy Steps to Disable a Team
Breaking the spirit of a team is simple. Here are four easy steps to successfully halt the evolution of any team’s growth.
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July 1, 2013
77 Meetings
Four families. Four cities. Seventy-seven gatherings. Nobody imagined the depth of bond that would unfold when the original commitment to meet three times per year was made over twenty-five years ago.Yet, year after year, without exception, participants rotated from Chicago to Detroit to Cincinnati to Indianapolis to enjoy each new chapter of the group’s evolution. What began as an assembly of eight young adults grew to three generations of thirty-four people spanning nearly sixty years in age.
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June 20, 2013
Leading From Behind
In retrospect, the ambitious project was probably a test. The project manager’s boss wondered about his ability to lead from behind. In the past, his creative mind and boundless energy had distanced him from his teammates. Often, his pace and focus prohibited him from hearing feedback or seeing alternate perspectives. The test project would become a tipping point for his career since it could only be accomplished if he was able to empower the leadership of his peers. Not surprisingly, he got off on the wrong foot.
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June 3, 2013
Reshuffling the Deck
She loved the company. The culture was an ideal fit with her natural enthusiasm and free-spirited personality. Autonomy was encouraged and rewarded. Compensation was competitive and there was plenty of room for growth. With a few notable exceptions, the majority of her co-workers shared the same level of engagement with their jobs. For the unhappy few, leaving was the only way to address the daily drain of the micro-managing supervisor whose oppressive behavior, for some reason, had remained below the radar of senior leadership.
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May 23, 2013
The Generational Transmission of Wealth
The rising star was humbled by receiving an award named for a former rising star that had forged a legacy in the organization. Who knows, someday an award might be christened in her honor and bestowed upon one of her children’s peers. Succession moves in dynamic cycles as the wealth of knowledge is passed on and new leaders are created.
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May 13, 2013
Thousands of Lives
Although they impact thousands of lives, you’re unlikely to meet them face to face. Most of their waking hours are spent developing others who become your most trusted partners. Like your physician, minister, and attorney, your financial adviser is selected with care. The relationship is anchored in trust, accountability, talent, and character. Recently, thirty-six of the nation’s top financial advisers gathered in Milwaukee to strengthen their teams. Each leader represented a team of about twenty specialists whose group owns stewardship over the financial stability of thousands of lives.
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April 18, 2013
The Music of Teams
The executive leadership team I coach on Friday mornings doesn’t always see eye-to-eye. Sometimes, a teammate opts out of the discussion when he or she isn’t getting their way. As a coach, I finesse a way to invite them back into the conversation. The musicians who gather in my basement on Friday nights find ways to collaborate without words. It’s a universal language. Sometimes there is harmony and other times there is dissonance. There is always communication. Fridays are full of lessons.
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April 4, 2013
Free Agents
The grace period has ended. Now that the economy has begun its recovery, gainfully employed talent has joined the throngs of unemployed in searching for the perfect gig. Just a year ago, you were supposed to be happy to have a job…any job. Now, tolerating unhealthy workplace culture is no longer a requirement of vocational survival.
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March 22, 2013
Going Undiagosed
Three years was enough. The pain had simply become unbearable. The symptoms could no longer be ignored. It was time to get a proper diagnosis and consider treatment options. Ever since the economy bottomed out, the team had been spiraling toward its demise. Organizational morale was at an all-time low. Top talent was jumping ship. Yet, their competitors had already recovered. Perhaps it wasn’t the economy…
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March 13, 2013
Sleepwalkers
It was a battle of emotional immune systems. The team’s leader was burned out. He had been in his role too long without growth or challenge. Each day, he dragged himself into work, put in his hours, produced the minimum necessary to keep his job, left at 5:00 on the nose, and returned home to refuel sufficiently to come back and do it again. Another day…another dollar. Most of his direct reports followed his lead and sleepwalked through their careers…except one.
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March 4, 2013
The Intimacy of Teams
The eyes of the 21-year-old college student lit up as she raised her hand. She had experienced an epiphany. Suddenly, the theory of effective teaming crystallized when she applied it to a current romantic relationship. “I have a personal responsibility for my contribution to the relationship I’ve joined,” she observed. “The entity itself needs to be nurtured and cultivated.” Not surprisingly, the same “ah-ha” moment had occurred in a recent executive coaching conversation in a global telecommunications company with a senior leader twice her age.
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February 19, 2013
Mr. Toxic
“But, he’s our top performer.” Many teams are graced by the dilemma of managing the coworker who leads the pack in business performance but poisons every human he touches on the way to his personal success. Leaders are beset with the fallout while the cash register keeps ringing. Mr. Toxic has become indispensable.
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