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By Kristeen Bullwinkle & The Talent Gear Team | June 24, 2014
A truly great vision elevates our work. It sparks our imaginations. It touches on our human need to do something of value with our lives.
Obviously, we want the people we lead to get it—to share our vision, our plan, our urgency, our passion. But what we so often forget as leaders is that it’s just as important for people to know that we get them.
What motivates you might not encourage others. If you want people to feel inspired, you have to offer something that will speak to them.
It’s easy to say, ‘I don’t do the numbers thing,’ or, ‘I leave the inspirational stuff to my sales guy.’ But the truth is, a one-dimensional leader, no matter how good he or she is at that one thing, can’t provide the kind of leadership that leads to innovation, social change, or business transformation.
How can you encourage your team to welcome conflict and not shy away from it? How can Identifying shared objectives, using group facilitation skills, confronting passive-aggressive behavior, avoiding ignorance of conflict, etc. improve your team?