Category Archives: Self-improvement

Does Multi-Tasking Slow You Down? Ask Yourself These Questions To Find Out

This short article finishes with a statement which I fully endorse: “Focus on what is relevant. The rest will be waiting for you”. It also offers some simple tips to avoid getting distracted by email or smartphone notifications.

After a Promotion, Recalibrate Your Work Relationships

I want to highlight the one suggestion from this article that worked well in my prior life as a corporate executive, and which now I suggest to most of my coaching clients: hold regular 1:1 meetings with your key colleagues. If you haven’t made this a standard practice at work, give it a try. Properly conducted, it will foster teamwork with your colleagues.

How Good Is Your On-Time Performance?

In my recent work within the airline industry, I have learned that On-Time Performance, or OTP, is a key performance metric for airlines measuring flight departure and arrival punctuality.

I want to invite you to borrow the airline OTP concept and apply it to three areas within your professional role:

  1. Business meetings:
    • Do you start on time? It is very common to see meetings start a few minutes late, waiting for all (or at least the most senior) participants arrive. Consider the message you are sending to the organization: It’s OK to arrive a few minutes late. We’ll wait for you. I once read about a senior leader locking the door to the meeting room at the scheduled starting time, leaving the latecomers outside. Too radical? Maybe yes, or maybe not…
    • Do you end on time? In my work with leadership teams, some of them find it acceptable to exceed the meeting times so they can address all their agenda topics. If you follow this practice, consider the possible effect it has on the participants’ schedules. It can also send the wrong message to participants: It doesn’t matter how many topics are on the agenda or how inefficiently the meeting was run, everybody is expected to stay until the leader decides to end it.
  2. Travel time:
    • Do you arrive on time to your scheduled appointments? I once had a coach who arrived a few minutes late to our session. He did not blame the traffic for his tardiness. Instead, he admonished himself for not leaving home early enough to account for potential traffic delays. It was a great lesson on personal accountability.
  3. Work commitments:
    • Do you meet deadlines? Early in my professional career I missed a deadline with a boss. He used this opportunity to teach me a few lessons:
      • Prioritize: I finished other less important tasks before this one.
      • Communicate: If you could potentially miss a deadline, inform your superior ahead of time.

These are just three areas where you can apply the airline OTP concept to your work. Let me know if you would like to schedule a free consultation call to discuss how I can coach you or one of your employees on this concept or how to improve other leadership and management skills.

Percy M. Cannon

Become a Better Manager: 20 Leadership Examples to Inspire Your Team

A list of 20 items may be too long, so for those of you who are looking for a shorter version, I am going to refer to the one leadership example (#12 of this list) which I often recommend to my coaching clients: Ask your employees how you can help them. It’s a key characteristic of servant leadership. Adopt this good practice and your employees will become more motivated and productive.

Is Mobility a Key to Retain Your Talent?

Good preview of a study which outlines the gap between opportunities and awareness of mobility for employees. On a personal level, as a “boomer”, mobility was a key positive factor offered by the three companies I worked for. It seems that millennials also see it as a plus.

Is Your Leadership Team Operating at High-Performance Levels?

To help assess your team’s performance, answer the following eleven questions:

  1. Does it consistently exceed budget targets?
  2. Does it consistently grow the business faster than the market and competition?
  3. Do the team members trust each other?
  4. Does it tap into the skills and opinions of all members?
  5. Does it avoid wasting time and energy on politics and destructive conflict?
  6. Do its members consistently honor their commitments, even if they initially disagree?
  7. Do its members provide direct feedback to each other when their behaviors or performance require correction?
  8. Are team members intellectually aligned and committed behind the key corporate priorities, instead of their personal results?
  9. Does it lead cultural change in the organization, repeatedly communicating the key corporate priorities with actions, behaviors, and words?
  10. Do its people, policies, programs, and activities clearly reflect the desired corporate culture
  11. Most important, does the team represent a competitive advantage for your company?

If you answered negatively to one or more of these questions, especially the last one, consider applying the “Five Behaviors of a Cohesive Team” methodology, explained in this short 2-minute video by Patrick Lencioni, author of the bestselling book The Five Dysfunctions of a Team.

Let me know if you would like to schedule a free consultation call to discuss how I, as an authorized partner of this methodology, could help your team operate at High-Performance levels.

Percy M. Cannon