It’s no surprise that clear and consistent standards and expectations are part of building self-correcting teams (see last week’s blog).
But an added benefit and byproduct of such a team is lateral performance. Meaning, that as its leader, you don’t always have to either set the standard or enforce it. The team does that within itself. In fact, because a self-correcting team is stocked with superstars, they raise and set the bar for one another and the team drives and reinforces its own high standards and goals.
Excellence, rather than high performance, becomes the standard.
And that has no bounds.
For more on building self-correcting teams, you can reach me at email@example.com
If you’re interested in how exemplary leaders have led themselves, their teams, and their organizations, you can find some truly amazing leadership journeys featured in my new book, Magnificent Leadership. Marshall Goldsmith calls it, “A great read for all leaders and leaders-to-be.” Go here to get your copy at Barnes and Noble. (Amazon has only one copy left at the moment.)
And, if you want to work with me directly and aspire to your own Magnificent Leadership®, particularly if you’re preparing for, or entering, an elevated leadership position, you can reach me at firstname.lastname@example.org for more information. I’ll have openings in Q2. I work with smart, talented, ambitious senior leaders who run companies and aspire to magnificent performance and results.
If you’re looking for a keynote speaker to open or close your conference or summit, I’m keynoting on “Magnificent Leadership® — Keys to Success” across the country this year and have just rolled out a brand new keynote on “Self-Correcting Teams: The Heart of Innovation.” For booking information: email@example.com