The Thrive! Blog...

April 8, 2011Leaders Practice Performance-Driven, Values-Based Leadership(tm)

True leaders are responsible for both WHAT (Performance-driven) gets done and HOW (Values-based) those results are accomplished.  They create value for the organization, its owners and its employees AND they do it in a way that engages people and inspires them to perform their best.  HOW results are achieved becomes as important as WHAT results […]

Read More

April 8, 2011The Business Challenge: Navigating Perpetual Whitewater

All organizations today are in a state of perpetual whitewater. Change is constant. New Challenges lurk around every bend in the river. These challenges include: Rapidly changing customer and consumer preferences; A competitive landscape which can change almost daily and may often come from an organization’s own suppliers and customers; Technology changes which can completely […]

Read More

April 8, 2011Creating Effective 360 Degree Feedback: Our Thoughts

Over the years, we’ve developed some thoughts about how to make the 360 process work. They include: The focus of the process should be on learning and growth for the leaders, not creating accountability for the results. However, we must create accountability for following the process, but not for the numbers people receive in their […]

Read More

April 8, 2011360 Degree Feedback: A Process That Works

Different organizations will have a different approach to making 360-degree feedback work inside their organizations. However, there are a few critical steps that significantly contribute to overall success: Step 1: Understand what’s important about your leaders’ performance as leaders. Step 2: Build the survey. The questions you ask must reflect what’s critical about the leaders’ […]

Read More

April 8, 2011360 Feedback Process

The idea that “Feedback is the Breakfast of Champions” applies as much to leadership performance and growth as it does to improving cash flow, reducing receivables, increasing the sales close rate or decreasing service delivery cycle times. If we truly want to improve leadership performance, we must assess it and provide feedback about it in […]

Read More

April 8, 2011Beyond Technique: Thinking-Action-Outcomes

Many leadership development programs focus solely on teaching specific skills and techniques, like “listening” or “providing feedback.” While those techniques can be helpful, the key to truly developing leaders’ capabilities is to help them examine the underlying mental models, assumptions, beliefs and perceptions that drive their behavior in the first place. Utilizing our Thinking-Action-Outcomes model, […]

Read More

March 31, 2011G2 Whitewater Testimonial

As an owner of a growing internet marketing company, I fully understand the importance of making important decisions quickly. I hired Sean Ryan as a consultant with the expectation that he would assist me in working through tough decisions, which would enable me to map out the future of my business. I needed Sean to […]

Read More

  NEXT POSTS