George Steinbrenner, the late owner of the New York Yankees, was a deeply-flawed leader who achieved incredible results. Like his team, he is loved and hated. Both for good reasons. In this blog post I discuss his astronomical success in transforming the Yankees from a $10 million team into a billion-dollar global enterprise, as well as his countless charitable acts. But I also share stories that illuminate his dark side, like the time he fired his secretary for not bringing his tuna fish sandwich fast enough, and the time he hired a small-time gambler to dig up dirt on his star player Dave Winfield.

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We are all familiar with the dark side of working in groups. We may acknowledge the benefits of having a team, but the mental stamina it takes and the helpless feeling of losing time to never-ending aimless discussions (passive-aggressive arguments) really test our patience and ability to persevere. Often, if not most of the time, these problems are the result of poor group process (that is, how things get done, as opposed to what gets done), so if you hope to be a leader (or rather, an effective leader) it is your job to attend to the group’s process and spare your team the painful tedium of unproductive group meetings. In my last post, I introduced group process by telling the story of how I accidentally set up a group for failure. This post tells the story of how I began to set things right. (Click through to read more.) Read more >
Have you ever been in a meeting where no one seems to be listening to or understanding one another? What about a meeting where people interrupt one another and conflicts bubble up? How about a meeting where the discussion keeps going, endlessly, with no decisions in sight? Those meetings are the reasons people deride meetings in the first place – a meeting to set up another meeting, right? Well, these were the sorts of interactions my students were having regularly. These problems were the result of poor group process (that is, how things get done, as opposed to what gets done, which is called content). (Click through to read more.) Read more >
In Part 2 of this blog series we turn our attention to another powerful and popular tool called 360 degree feedback. Four best-practices are identified and the wisdom of targeting behaviors is illustrated by discussing a conflict that happened to me at work.
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Find out what's piqued my interest in this feedback-themed post by clicking through. Read more >