Management Archives - Nick Robinson

Charting the Course to High Team Performance: Insights from a Groundbreaking Study

⭐︎ Ever wondered what separates the average teams from the star performers? A fascinating new study has shed light on this very question, and the findings are not what you might think! ⭐︎

The research, published in the Organisation Science journal, challenges the conventional wisdom that team performance is like a bell curve, with most teams being average and only a few being very good or very poor. 📈📉

Instead, it reveals that high-performing “star teams” are far more prevalent than we’d typically predict.

So, what’s the secret sauce that propels these teams into the stratosphere?

The authors identify three key factors that contribute to this phenomenon:

► Incremental Differentiation:

This is akin to a runner training for a marathon, gradually increasing their speed and endurance over time. For teams, it means fostering a culture of continuous learning and improvement. Every small step forward, every lesson learned and applied, helps the team improve, leaving others trailing behind.

► Authority Differentiation:

Teams where decision-making is shared evenly tend to perform better. Imagine a ship where not just the captain, but the entire crew knows how to navigate – it’s far more likely to stay on course.

► Temporal Stability:

Teams that keep a consistent line-up over time tend to have better performance. It’s like a well-rehearsed orchestra, where each musician knows their part and how they fit into the whole. Constantly changing the musicians disrupts the harmony and flow.

These findings are exciting because they provide a roadmap for average teams to become star performers. By focusing on small, continuous improvements, sharing decision-making, and maintaining a stable team, any leader can set their team on a path to success.

So, next time you’re looking to boost your team’s performance, remember these three factors:

It's not about being the best right out of the gate, but about improving step by step, sharing the leadership, and keeping the team together. Click To Tweet

That’s how average teams can become shooting stars, lighting up the performance sky!

For more details, you can read the full paper here:

https://pubsonline.informs.org/doi/10.1287/orsc.2022.1619

3 Handy Ways to Avoid Doing Great Delegation (Part 1/3)

This is the first of three short posts with some handy tips for avoiding the dangers of doing half-way decent delegation – and of being seen as vaguely competent and therefore deserving of yet more responsibility, stress and leadership burden at work!

TIP 1️⃣: Never start by describing the OUTCOME that you want to achieve.
🧭 This tip is almost too easy; starting with the Outcome is surely just a backwards way of doing things and risks having way too much clarity and direction. Better to get going with the first step that comes to mind and only then figure out where you’re going, and why, along the way. People will thank you for not overloading them with this kind of focus. 🗺

TIP 2️⃣: Always tell people HOW they should do the thing you’re delegating to them.
🔬 This is where a lot of managers go wrong, by imagining that people might have their own way of doing things. Or even, that they might come up with a better way than you had thought of. That kind of thinking is just ridiculous! It’s much safer – and offers much more scope for subsequent micro-managing – if you treat people like robots and tell them EXACTLY how you would do the thing you’re delegating to them, if only you had time to do everything. 🤖

TIP 3️⃣: Don’t offer SUPPORT or set out a process for check-ins and coaching along the way.
⛑ If they need support, what’s the point of delegating in the first place – might as well have done it yourself! If only you had the time; or the effort. Anyway, whatever, the kind of structured check-ins and coaching that supports somebody as they try a task for the first time, or learn to stretch themselves, is soooo demanding of your attention. It is boring. Please people, just go away and get on with the thing I told (sorry, asked) you to do, in the way I said to do it. Just tell me when it’s done. Whenever that is; did we agree a deadline; I forget … 🏖

If any of this strikes a chord, please check out my possibly helpful ebooklet on Amazon:

Checklist for leading one on one meetings

This is the second in a series for people who want to use one-on-one meetings as a great tool for leading the efforts of their team members

A structured but flexible one-to-one meetings approach is probably the best way you’ll find for managing and motivating the work of your individual team members. But sometimes it isn’t easy to know how to go about doing that effectively, or to make sure that it will get the results you’d want – such as switched-on and fulfilled team members and tasks that get done well and on time.

If you right-click the image above and then select “Save as…” you can download your own copy of the checklist.

Life as a manager can often be very busy and quite complicated, so if that’s the case for you – use this checklist as a way of getting started, in this order:

Take stock of which items on the checklist you already have in place or already know the answers to?
Once you’ve done that, which is the most straightforward item on the checklist for you to work on next?

If you need more information, you can read the rest of the tips when published here. They’re essentially a summary of my short ebooklet.

Or go ahead and grab your copy from Amazon here – free to Kindle Unlimited members or otherwise £1.99

I wrote that short ebooklet when, in the space of a fortnight, three separate coaching clients mentioned that they were struggling a little with running their one-to-one meetings with their individual team members. It’s easy to cover those kinds of issues in a coaching session, but it seemed to me that it would make better use of my clients’ time in our sessions if I could also just give them some simple guidance to take away and use as and when they wanted. I hope that the booklet has been useful – it’s been slowly working its way up the independent management books charts anyway. The next in the series will cover Delegation.

What’s essential for you, when running your own one-on-one sessions with your team members? Either leave a comment below if they’re still open at the time of reading, or tweet me @nickrobcoach.

Download a free copy of this useful checklist for running great one-on-one meetings with your team members. No sign-ups etc required #leadership #management. Click To Tweet

Don’t talk about Doom and Gloom – Act!

Why it’s so tricky to talk about problems and risks in a way that people will listen to. And how it might actually be better to just take guerrilla leadership actions instead!

Please leave a comment below if they’re still open at the time of reading, or tweet me @nickrobcoach

What’s been your experience of trying to talk to people about risks and problems and things that could go wrong?

Don't talk about doom and Gloom - take guerrilla leadership actions instead! Click To Tweet

How to get your mindset right for leading one on one meetings

This is the first in a series for people who want to use one-on-one meetings as a good tool for leading the efforts of their team members

It’s based on my short ebooklet available from Amazon here – free to Kindle Unlimited members or otherwise £1.99

You can read the rest of the tips when published here. They’re essentially a summary of the booklet.

By way of introduction, I wrote that short ebooklet when, in the space of a fortnight, three separate coaching clients mentioned that they were struggling a little with running their one-to-one meetings with their individual team members. It’s easy to cover those kinds of issues in a coaching session, but it seemed to me that it would make better use of my clients’ time in our sessions if I could also just give them some simple guidance to take away and use as and when they wanted. I hope that the booklet has been useful – it’s been slowly working its way up the independent management books charts anyway. The next in the series will cover Delegation.

All great management starts with the manager’s own mindset. To make a good management process work well, it isn’t enough to know what to do and how to do it, you also need to know what attitudes of mind are likely to get the best results for you. Here are the most important ones for running great one-on-one meetings:

Empowerment as an outcome of your management – you’ve got to want to inspire people to get more done under their own motivation and responsibility.

It’s a bit like having teenagers, they need to learn how to do stuff for themselves. Until you’re prepared to adopt this as part of your mindset, you’re likely to be spoon-feeding people and picking-up after them long after they could have learned to do it for themselves. I think the trick here is to actually include empowerment as one of the outcomes you’re after. Put it up there alongside the tasks that you want this person to achieve and give it as much, if not more, weight as all the other important stuff you need to ensure gets done.

Coaching as a leadership style – where you put a big chunk of your leadership energies into the longer-term development of others.

It’s not the only leadership style you’ll need to use, but it is very effective and very rewarding for you. It’s also a good partner to empowerment. You could think of a coaching leadership style as being NOT about you as leader having the answers, but about guiding people to find their own answers to things.

If I had to encapsulate it in a single phrase for leaders to use, it’d be something like:
“How about trying this…?”

The transition from doing to leading – the more your responsibilities increase, the more you need to shift from actually doing stuff yourself, to getting stuff done by acting through others – by leading.

If you’re like most people, you’ll have got to your position at least partly because you’re good at what you do. And so this can sometimes be a tricky transition to make, or even to be aware of its significance. It’s also quite scary because of course it takes you outside of what you know you’re good at doing, into possibly new territory – and people are often much more complex to understand and influence than the tasks themselves.

But this is a really important place to get your head into. Take a deep breath, stop doing stuff yourself, and start making sure that you act through others.

Let me know what kind of mindset works well for you, when running your own one-on-one sessions with your team members please? Either leave a comment below if they’re still open at the time of reading, or tweet me @nickrobcoach.

To make a good management process work well, it isn’t enough to know what to do and how to do it, you also need to know what attitudes of mind are likely to get the best results for you. Click To Tweet

Which Team are YOU on?

Managers and Leaders should make sure they’re being a teammate at work on the RIGHT team – and not confusing Leadership with Team Membership

At first sight, that might seem like a dumb thing to say. Surely everyone knows which is their team? But I’m seeing more and more people who fall into difficulty at work because they don’t quite get this distinction right.

Perhaps it’s an easy mistake to make, especially if you’re a loyal, principled leader.

I’m constantly talking about how leaders should role model the kind of behaviours they want to see. This is particularly important if you want your teams to behave more like a team. And one of the behaviours to get really clear about role-modelling is which team you’re actually on.

Don’t fall into the trap of thinking that you’re ON the team that you lead. I’m not a big fan of sporting metaphors, but that would be like saying that Eddie Jones plays rugby for England – he doesn’t, he’s (currently) the team’s Head Coach. Or that Jose Mourinho plays football for Spurs – again, he doesn’t, he’s (currently) the Head Coach.

If you want the teams that you lead to be more team-like, then show them how you are a great member of the team to which you belong.

What do you notice about your own attitude towards teams, colleagues and those who work for you?
Please leave a comment below if they’re still open at the time of reading, or tweet me @nickrobcoach

Make sure you're being a teammate at work on the RIGHT team - and don't confuse leadership with team membership. Click To Tweet

Slower, Lower, Weaker

2 Comments

8 ways to deal with managers who aren’t top performers

[to download a copy, click and select the image above and then right-click and select ‘Save image as … ‘]

The Olympic motto is “Citius – Altius – Fortius”, better-known as ‘Faster, Higher, Stronger’. But what about the opposite – what about those of us who might be Slower, Lower or Weaker in our potential?

How organisations regard the people in their teams and leadership positions who would never make it to the management Olympics says a lot. I believe it actually speaks volumes about the attitudes of those who shape an organisation’s culture. In particular, how they regard others (and perhaps therefore how they also regard themselves) along two key dimensions:

Whether the fact that not everyone will make it to the management Olympics is a Risk or an Opportunity; and
Whether people’s innate capacities are either Fixed or Flexible.

I’m not entirely convinced that it’s best to think of there being a right or a wrong way to regard this issue, more that senior leaders and organisations should be aware of the choices they’re making and do so consciously and strategically.

Which is your organisation’s typical response when managers might not be candidates for the Olympics?

Please leave a comment below if they’re still open at the time of reading, or tweet me @nickrobcoach

Slower, Lower, Weaker - what should you do if people in your organisation aren't going to make it to the management Olympics? Click To Tweet

Can’t Keep Up?

1 Comment

Feel like you can’t keep up?
12 ways to simplify your leadership

Do you want to work as quickly and efficiently as possible, so you can finish early and still have time and energy to do other stuff? You’re not alone. More and more I’m seeing people who say they want to do more at work, enjoy more time with their family, and have more time to relax, but that their actual focus is on “keeping up.”

It may be that you’re temporarily in a really tricky situation and you just need to get out the other side of it. But if not; if that sense of not being able to keep up at work is persisting longer than it should, take a look at these short tips for breaking the pattern.

1. Identify your Top 1 – 3 priorities for the day

And once you’ve identified them, do these first thing in your day, or do them in your quality time, or scrub-out something else. Remember, you’ve either chosen to work on your own priorities, or you’ve chosen to forward somebody else’s agenda.

2. 80% is More Than Good Enough

Identify what level of %age completion/quality is right for the task you’re involved with and don’t go 1% over. Perfect is the enemy of good.

3. Delegate the ‘What’ not the ‘How’

Make sure you’re only delegating ‘outcomes’ and not telling people how to achieve those outcomes. Be prepared to live with people taking a different approach to the way you might have done it. This is the ONLY option if you don’t want to, or can’t, do everything yourself – which you don’t and cant’!

4. Don’t use your Email In-tray as a To-Do app

It doesn’t work. It DOESN’T work. Email is for communication, not task-management. Get a simple to-do app and use that instead. If your email in-tray is overflowing, make a separate folder, dump everything into there and start again with a blank in-tray, this time using a separate app to record to-do’s.

5. Manage all your Emails (and other In-boxes) using the 5-Minute RAFT Formula

Everything that arrives in your various inboxes should be dealt with using the 5-minute RAFT approach, as follows:

R is for Reading – can you read an item in 5 minutes or less – and do you really, really need to read it? If so, read it when it arrives, otherwise, bung it into a Reading File and wait ‘til it’s a priority. Or Trash it.
A is for Action – can you action item in 5 minutes or less – and do you really, really need to do it? If so, action it when it arrives, otherwise, bung it into your To-Do app and do it when it’s a priority. Or Trash it.
F is for File – can you file an item in 5 minutes or less? If so, file it now. If not, wtf is it!?
T is for Trash – this is my favourite. Trash it. Hit delete. Gone and forgotten. Should be your default setting – can I legitimately just hit delete or chuck this in the bin and not get emotionally-hooked.

6. Under-schedule and Over-deliver

Rather then over-schedule and under-deliver! This is strongly linked with Items 1 and 12. The best way to do more is to try and do less. Focus, focus, focus. How jammed is your calendar, how hectic is your travel schedule? “Less is more” people.

7. Ask people for their ideas

Not only is this a good way to get and stay engaged with people, you’ll end up with new and different solutions that you wouldn’t have thought. Takes a bit longer in the short-term, delivers better quality and takes the load off of you in the medium-term.

8. Know and Say your Leadership Mantra

All leaders should be able to say what the strategic aim for their organisation or department is. “What we need to do is X, Y and Z.” Repeat this whenever and wherever until you’re sick of hearing it. And then repeat it some more. This way of simplifying really helps others to get behind the programme and take-up more of the effort themselves. You’ll be more than pleasantly surprised when you hear people repeating your mantra unprompted.

9. Work through People and on Tasks

And the more senior you become, the less you should be working on tasks and the more you should be working through people. Check how your current balance is on this and see if you need to spend more time leading and less time doing. See also 10 below.

10. One-to-one Meetings are your Main Tool for Working through People

There isn’t a better way to get things done than to sit down with your people individually and coach them through their own priorities. I’d give at least one day a week to doing this for every four team members I have. Use this Coaching formula:

What Outcomes are they working towards?
What’s in the Current Situation that you and they need to be aware of?
What Approaches have they tried or do they want to take?
What Support do they need?
How will you know when it’s Worked?

11. Build Relationships

I bang on about this all the time. Relationships are the key to getting stuff one in organisations.

“It’s not what you know.

It’s not even who you know.

It’s how well do you know the right people?”
Nick Robinson

When was the last time you prioritised coffee with a colleague just for the sake getting to know each other better?

12. Leaders think Short, Medium AND Long-term

So often we under-estimate what can be done in the long-term and over-estimate what can be done in the short-term. The key is to plan on all three time-horizons. What’s my priority for this year, for this month, for today – and how do they link together?

I hope those help a little? Give me a shout – add a comment below if they’re still open, contact me here, or tweet me @NickRobCoach if there’s something not covered or if you’d like to add one of your own tips.

Managing or Leading?

1 Comment

Trying to be a great leader without also being a great manager is like an army with loads of generals but no sergeants

Today there’s a lot of emphasis put on being a good leader in organisations of all shapes and sizes. This is only right; leadership is one of the things that can make the difference between a business or an organisation being just OK and being great.

What I think leadership can’t do on it’s own, is to take a business from being new or poor to being OK. Or to sustain greatness once it’s been reached. To do those things, you also need great management.

I sometimes see individuals and organisations making the mistake of thinking that leaders and managers are different people. Maybe it’s an ego thing? Or something sensible to do (at least on an individual, short-run level) because maybe ‘leaders’ are considered more important than or get paid more than managers?

Whatever the reason, I reckon that a better way to think of it is as the way that people in your organisation spend their attention.

Way back in the early twentieth century, industrialist Henry Fayol wrote that all managers perform five functions: Planning, Organising, Commanding, Coordinating and Controlling. These days people still use Fayol’s definition of Management, but tend to shorten it to:

Planning
Organising
Leading
Controlling.

Right there we can see that the very definition of management actually includes leading – that is, leadership is a subset of managing and not a replacement for it.

Think of it this way – and I’ve tried to show this in the graph at the top of this article:

As you get more and more senior in your organisation the focus of your attention should shift away from the “Stuff” that’s involved in doing the Planning, Organising and Controlling that Fayol described. Now you need to give more of your attention to People. And that’s where your skills as a great leader come in.

You have to do this. A lot of my coaching work is about helping people to make this transition, to shift their focus away from managing the stuff and towards inspiring and empowering people.

If this isn’t done, if senior people don’t make this shift, it’s very hard for individuals, teams and whole businesses to rise above ‘OK’. This is why, when you ask someone how they’re doing, and they’re doing alright but not brilliant, they’ll reply: “It’s OK, I’m managing.”

However, this doesn’t mean that you do no management at all as you get more senior.

In fact, I’d argue that the smaller amount of your time and attention that remains available for managing means that you need to be really, really efficient and effective at it.

Your Planning and Organising needs to be spot-on AND to include other people, so that they can contribute to and buy into it. Your ability to Control (monitor, feedback and adjust) has to be light-touch, well-connected to the overall purpose of the business AND flexible and robust enough to adapt to external conditions.

As you make that essential shift and give more of your attention to leading through others, don’t forget how to still be a great manager too.

The sergeant is the army
Dwight Eisenhower

Self-Awareness (1)

9 Expert Questions and one handy Diagram for Building great Self-Awareness

The best starting point for any development and growth at work, whether as a leader, a team member or just as your individual self, is the place of “self-awareness”.

And I’m talking here of self-awareness in a wide sense.

If you’re looking at self-awareness just as an emotional intelligence tool, then you’ll be focussed too narrowly, just on the awareness of your own feelings. What I want you to get, is a self-awareness about the whole you. That’ll include your drives, flaws, experiences, ambitions, assumptions, patterns of behaviour, values, resourcefulness and more. But also, and maybe more importantly, the big picture of what it’s like to be you. And what’s it like to experience who you are.

This kind of deep self-awareness really is essential to any kind of development. It’ll answer questions right down at a tactical level about what you want to be doing with your time and effort and how best to interact with the world. And it’ll act as a kind of beacon, keeping you heading towards the more important, bigger picture of what you’re about.

Sometimes this kind of self-awareness is forced upon us when something we’re trying to achieve goes wrong. Then we have to re-assess things on a personal level. And at other times, self-awareness comes out of a ‘gap’, a sense that something’s missing or unfulfilled.

Overcoming the uneasiness and discomfort around this kind of self-knowledge is important both to make sense of what’s happened so far and to move forward.

If you wanted to get some more self-awareness without being forced into it by that kind of circumstance, how would you go about it?

One of the best ways is to pretend to be your own observer.
Check out the diagram alongside. (If you click it and then right-click it, you should be able to download a copy.)

First, imagine ‘seeing’ a version of yourself. Get a sense of who this person is, and what’s important to them.

Second, imagine you could observe how this person goes about interacting with the world about them and with other people.

There are many things you could be observing and getting a sense of, but to get you started here’s some of the things I’ll typically be asking my clients about to help them develop their self-awareness. We talk about them as if they were another person, so instead of saying “what’s important to you”, I’ll get them to practice being an impartial observer of themselves by asking, “what’s important to this person?”.

Here’s some of the aspects you might be considering as you pretend to observe yourself. It’s a fairly long and deep list, so don’t feel you have to get all of this straight away:

What kind of things are really important to this person?
What’s the story of how they got to where they are today? And what did they have to overcome, sacrifice or achieve to get here?
What are they like, at their absolute best?
What qualities do they have that make them a resourceful person? What personal attributes, skills and knowledge can they call upon?
What holds them back or keeps them stuck?
As they interact with the world, how clear are they about what outcomes they want?
Thinking of a specific interaction that you want to understand more about, what was their intention at the outset? Did what they wanted to have happen, actually happen?
How wide is the range of choices they have about how they approach things; do they have one typical way of operating or a wider range?
What are some of the assumptions, hidden beliefs or ‘rules’ that they have about the world, about themselves and about others?

Posts