Comments on: Great Workteams need Great Leadership… http://www.greatcircle.com.au/2008/11/18/great-workteams-need-great-leadership/ improving personal and professional communications Mon, 17 May 2010 22:38:25 +0000 hourly 1 http://wordpress.org/?v=3.0 By: Pete http://www.greatcircle.com.au/2008/11/18/great-workteams-need-great-leadership/comment-page-1/#comment-16555 Pete Mon, 24 Nov 2008 00:35:33 +0000 http://www.greatcircle.com.au/?p=397#comment-16555 Thanks Errol, too true again! I love to see a manager balancing the organisation's vision with the shared vision of the team members. Thanks Errol, too true again! I love to see a manager balancing the organisation’s vision with the shared vision of the team members.

]]> By: Errol van Engelen http://www.greatcircle.com.au/2008/11/18/great-workteams-need-great-leadership/comment-page-1/#comment-16551 Errol van Engelen Sun, 23 Nov 2008 15:28:23 +0000 http://www.greatcircle.com.au/?p=397#comment-16551 Leadership is like a catalyst for great working teams, their vision is needed to make it happen. If there is no leadership, then the manager (aka control freak) comes in, lacking vision and undermining the workteam's motivation. Leadership is like a catalyst for great working teams, their vision is needed to make it happen. If there is no leadership, then the manager (aka control freak) comes in, lacking vision and undermining the workteam’s motivation.

]]> By: Pete http://www.greatcircle.com.au/2008/11/18/great-workteams-need-great-leadership/comment-page-1/#comment-16315 Pete Sat, 08 Nov 2008 02:06:25 +0000 http://www.greatcircle.com.au/?p=397#comment-16315 Too true. Too true.

]]> By: Roland Reinhart http://www.greatcircle.com.au/2008/11/18/great-workteams-need-great-leadership/comment-page-1/#comment-16314 Roland Reinhart Fri, 07 Nov 2008 14:09:02 +0000 http://www.greatcircle.com.au/?p=397#comment-16314 Leadership must set the tone for the organization and absolutely must continuously stay engaged. I've witnessed first hand time and time again how the organization can fragment to the point where there is little chance of recovery until a new wave of talent is brought in and leadership temporarily gives their full attention again. Unfortunately that results in much wasted effort and time to continually train and re-align. This also has a negative impact on the morale of the loyal, long-term employees. In the long run, haphazard management style inevitably leads the organization into a vicious cycle that negatively affects talent, clients and profitability. Leadership must set the tone for the organization and absolutely must continuously stay engaged.

I’ve witnessed first hand time and time again how the organization can fragment to the point where there is little chance of recovery until a new wave of talent is brought in and leadership temporarily gives their full attention again. Unfortunately that results in much wasted effort and time to continually train and re-align. This also has a negative impact on the morale of the loyal, long-term employees.

In the long run, haphazard management style inevitably leads the organization into a vicious cycle that negatively affects talent, clients and profitability.

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