Happy New Year!
Dear Valued Client

I n January we all make fresh starts, professionally and personally. How best to approach this? You should take the time to diagnose which few habits you most want to change, and then create a plan that keeps your commitments achievable, engaging and (yes) enjoyable!

The key is to keep your leadership resolutions simple. Prioritize the changes based on feedback from staff and other collaborators, then pour energy and time into the most important, rather than the easiest. Break up the commitment into manageable steps (as you do with all assignments) and set milestones to meet along the way. And get a support team committed to keeping track of you, and keeping you on track!

We have a lot of ideas on our leadership blog to help you work all this out:

First, engage yourself. Maintain a high awareness of your strengths, and areas that need attention (poor leadership habits.) Have a plan that keeps you focused on your improvement commitments. Have a team that is signed up to help you stay the course. Put measurable milestones in place to track progress.

Then, engage your team. Agree on what needs to change within your team culture, and agree on how you all (and each) will work towards making the needed changes. You commit together to the plan, and keep each other working on it.

As the year ends, you must assess your progress in improving leadership habits. How much progress have you made in replacing bad habits with good? Everyone makes some progress, and everyone backslides. How well you dig into causes and motivations (diagnosis!) could make the difference in continued progress. Click through for more!

Seven steps to putting a better leadership habit change program into effect and making it stick. Keep your goals practical and achievable. But, research has found that taking on a complementary set of new habits could be as effective as a one-habit-at-a-time approach.

Why are lower-level managers largely left to fend for themselves in growing good leadership habits? If managers are not properly trained to deliver the engagement activities, or the feedback loop that builds trust, employee engagement suffers needlessly. Studies find that 98% of managers feel they and their cohorts need more training. How can you deliver this within your group on a tight budget? We have a few thoughts that may help.

Bovo-Tighe unlocks and unleashes the full contribution of the people and teams with whom we have the honor to work. We awake their passion for excellence, align that passion with the strategic vision, and measurably raise productivity and profitability. Here are the organizations with which we had the privilege to work in 2017.
Brooke Bovo          
+1 707.751.0270 

Dave Tighe
+1 425.369.4586

Bovo-Tighe LLC | +1 707.751.0270 | brooke@bovo-tighe.com | www.bovo-tighe.com