Leadership and team development question of the week; join the discussion Info ThreeBrainSynergy – Monday, August 24, 2009

Participate in this weeks leadership and team development question of the week. The question is:

What makes real teamwork in organizations so difficult to achieve and maintain and so rare to find in today’s workplace?

To post an answer go to the public forum in the basic membership area. 

This week is our monthly free tele-seminar conference call. The subject this week is:

Decision-Making Effectiveness with ThreeBrainSynergy.

The call is this Thursday August 27th at 2:00PM EST. Register now!

Posted by: gotrain | August 25, 2009

Answer to last weeks leadership question of the week

Answer to last weeks leadership & team development question Info ThreeBrainSynergy – Monday, August 24, 2009

Here is Friz Glaus’ answer to last weeks leadership question along with a video interview with Fritz  sharing his views on the subject. Watch the video on You Tube

Leadership question of the week of August 17th 2009:


What type of person and what style of leadership are required in a leader intent on developing a team of managers and/or vice-presidents reporting directly to him who are self-directed and fully autonomous?



I would like to deal with this question in relation to a specific group of business people rather than to leaders in general. The basic leadership  requirement will be the same, but I would like to focus on the specific business leaders that ThreeBrainSynergy is addressing, namely company owners (Presidents or CEO’s) whose innate style of leadership is that of quick action. They decide and act quickly themselves and they expect quick action from the vice-presidents and other executives who report directly to them. They also expect their direct reports to be able to carry out such action without the need for detailed explanations.  Read more

Posted by: gotrain | August 20, 2009

Focus on process

When I meet business owners to talk about my services and learn where they need help I usually write the word problems on the top of the page under results and then draw a vertical line down the page under problems.

I explain that businesses have two types of problems and on one side of the line I write the word Process and on the other side People.

Business owners and leaders need to make sure that the organization can solve process and people problems effectively in order to succeed.

Here is a set of articles sent to me from Wayne Vanwick of the Acheivement Center that can be more useful to business owners.

Good articles on business process & success.  A must read


Strong leadership and team development is more crucial now than ever before for your organization if it is to make it through rough waters and to ride the tides of good fortune.

Leadership that drives high performance in an organization does not just happen but is a decision that comes from understanding what motivates and drives people to perform. To help you remove any ambiguity in your thinking about what makes for great leadership we are offering you to participate in our leadership and team development question of the week.

This weeks question is:

What type of person and what style of leadership are required in a leader intent on developing a team of managers and/or vice-presidents reporting directly to him who are self-directed and fully autonomous?

You can post your answer in the public forum on the Three Brain Synergy website. To access the forum, register for FREE as a Basic Member and then log in to the basic membership area and click on Forum. You will see the question, and you can post your answer right there.

We are offering a prize of our complete Know-Yourself e-learning to the first person to post the correct answer i.e. an answer that agrees with the TBS philosophy. This is a value of $197.00. We will post the answer next Monday on August 24th on the forum.

Participating in this discussion will help you to clarify in your own mind what kind of attitude it takes to be the leader of a high performance organization.

Stephen Goldberg


Posted by: gotrain | August 6, 2009

The win-win agreement with the president

As mentioned in my last post on this case study the next step was to meet with the president to conduct a performance review of his commitments to improve and as well review my support commitments to him.

We met last week to conduct the review. Although there was no real improvement in his performance, I was happy to see his continued commitment to the process. He realized how difficult it is to change habits in order to get the results he wanted and had put in writing.

We took the opportunity to clarify his key goal relative to the personal tendency of his type that he wants to work on. He realized now that he tends to be to dominating with his managers and thus he does not empower them to make their own decisions. This was a change because originally he had chosen the tendency of procrastinating on decisions.

He also realized that this tendency of being too dominant had a strong impact on his ability to meet his leadership performance commitments, which evolve around subjects like using active listening, sharing thoughts and ideas, coaching his direct reports, delegating more etc.

It thus became evident that learning the leadership skills for participative management is not sufficient to make changes in behavior but one must work on the call tendency first that acts as a restrainer to change and better performance as a leader and manager.

The next meeting will be to follow-up on his progress of tracking his performance and to plan the set up of win-win agreements with his direct reports.

Stephen Goldberg,

Be free to work less, earn more and enjoy life!

Find out how at http://threebrainsynergy.com

Posted by: gotrain | August 3, 2009

Good article on creating a coaching culture

I have added the follwing comment to an article on creating a coaching climate. Here is the link to the full article.



Breaking down the barriers to a creating a coaching culture

Excellent article by David Minchin and good comments as well.
Transforming an organization’s culture takes time, determination and patience. It really requires the understanding of the benefits of a coaching management style for the business owner or CEO in order for him to fully support and drive the process of change. The owner of CEO holds the highest power of decision making in the firm and is also the role model that sets the tone of behaviour that dictates the style of leadership and teamwork that ensues.

To create a coaching culture people need to want to help and support each other rather than compete and dominate. This can only happen when they learn to understand and accept each other and their differences. Coaching skills alone do not cut it.

Stephen Goldberg
Work less, earn more and enjoy life!

The Three Brain Synergy conference call to discuss the three cateogies of people also know as the three intelligences or brains is this Thursday July 30th at 2:00 PM EST.

My partner and author Fritz Glaus will take questions about his work and approach to self-knowledge based on the three intelligences or brains. Neuroscience calls these the head, heart and gut brains.

When you understand this and how it applied to yourself it opens up new opportunities for self-development.

Register for the free call here.

This morning I was watching the Tour de France and was intrigued by the response in an interview of one of the cyclists from team Garmin, Christian Vande Velde.

He was saying that the most important thing for success was knowing his teammates and he was referring specifically to Bradley Wiggins who is currently in third place in the overall time standings.

He said that to be most effective as a team you need to know your teammates strengths, weaknesses, their qualities, how they think and react and what their needs are.

These guys are competing in the most difficult sporting event on the planet and do so using high performance machines and equipment. Of course he could have spoke about the importance of having the best finely tuned bike and about the physical conditioning of the athletes. Instead he talked about knowing each other.

We find the same to be true in organizations. Today it is all about teamwork and how well people can execute together using similar equipment and technology as the competition.

Teamwork is not just about technique and knowledge of your tasks but about helping and supporting your teammates just as in the Tour de France. And to do this you need to understand and accept each other and the differences rather than critiquing and competing.

This is what my new online business and website is all about. ThreeBrainSynergy.com TBS logo_smalleris a coaching membership program with the goal of facilitating a style of leadership that gives business owners and leaders the freedom to innovate, work less, earn more and enjoy life.

It is about developing an organization of talented people who are motivated to work as a team and take 100% responsibility for producing superior results in all functional areas.

Here are some of the key features of this exceptional program.

· A unique online e-Learning system to know-yourself and others

· A members forum to exchange and collaborate with others

· A weekly newsletter

· Bi-monthly telephone seminars to discuss our types of people and leadership approach

· One-on-one coaching

· Organization specific group coaching

And there is much more. Visit the site right now and sample our free e-Learning demo on types of people based on the three brain approach to self-knowledge as validated by neuroscience.

Take our quick free survey to find out if you are more of a leader or a manager.

Answer our leadership and team development question of the week and participate in the discussion and for free.

Sign up for our next telephone conference call on Thursday July 30th to learn more about our types of people program.

Much work has gone into producing the website and coaching program with my partner Fritz Glaus. Fritz is the author of CrazyZoo, Know Thyself Made Easy and on whose work most of the content of this program is based.

We invite you to visit and bookmark this site now and to register to receive our newsletter and to become a member right away. The basic level is FREE so just do it!

This post continues my case study of a client with whom I am coaching on implementing a win-win agreement process with the goal of building a high performance management team. The idea is to provide the support to implement what was learned during the Leadership Styles and Team Development workshops that took place recently. Please refer to my previous posts in this category to see the progression of activities that took place up to now.

I met again with the president last week to finalize our win-win agreement together. This included completing his performance commitment form that I had modified after our last meeting. He needed help writing the personal development goal relative to the tendency of his type that was most important to overcome. In his case the tendency was being to dominant and he realized that it is easy for him to take charge and direct people to do things according to his perspective. He realized that this closed the door for his managers to participate more in the decision making process and to become more autonomous.

We also completed our discussion and agreed on the support performance commitments that he required from me to be successful in his commitments to the process. We also identified how we were to measure progress towards his expectations.

In this system we developed a way to measure each commitment based on a rating scale of 1 to 10. This is prepared by each party before a review session and then there is an exchange to discuss each person’s rating and perspective. This is also where both parties need to practice skills such as active listening and coaching, as well as keeping the others person’s motivation and needs relative to their type in mind.

This week I will conduct a performance review using the aforementioned approach and form and then discuss how to set up the win-win  agreements with his direct reports.

Stephen Goldberg

Posted by: gotrain | July 15, 2009

Innovate to Survive and Thrive!

Read More…

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