subject: The Moment When Bravery And Leadership Is Called For [print this page] When I work with managers and general managers, I noticed how often the subject of courage comes. Clearly there are challenges during Council meetings when there was a chance to contribute to debate and contribute to the conversation. Talk about what behaviors affect the overall performance of a team. It does not appear that there is a problem talking about these meetings from the outside - to extract information, for example, but there is no sense of courage in this meeting, in a place that really asked.
What could I have said.
Imagine, for example, a member of the management team that your feet just a document for review. Director and angry, especially non-executive who likes to criticize everything that comes directly to the bottom. Your first impulse is to say something, and not rock the boat. You know you have this issue at a later time and can come after that to support this person, and criticized the non-executive behavior. However, to change you will be brave. Without undue delay can say with respect, through the President, something like that. "I know you did not intend to come in the situation down, but I noticed this kind of response every time someone in the presentation of the management team and paper. I want to see why this happens, you want to get advice from each of you to see how it can be to become more positive and creative. I know you feel there is some flexibility in some cases, but we must be committed to taking the necessary steps to make these meetings more effective. I also wish that if you can be a little more positive and encouraging, even if I do not think something is right. Let intended to be one of those with NDE soon as possible to bring ideas to the next meeting for discussion. "
Talking about habits is useful.
As CEO, it is important to challenge unnecessary habits that may affect the way executives and non-executive to communicate with each other as part of a unified team. If you do not dispute this fact, it would be difficult to persuade the Council to leave them behind. While a positive and polite, you need to specify that such behavior must cease.
While I was careful in the manner provided by the cross, it's great to be treated as such. You may think you run the risk of being perceived as someone who is angry, or you can end up causing non-Executive Director to take note. However, this is the danger that you really need to take. During these meetings, the Council must be difficult to follow instinct and listen to your inner voice. This inner voice tells you actually be brave, to stand up and get involved at that time. This is the moment will not last long, and if you do not dive in and miss the opportunity, no doubt.
