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Jim Coyle

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Why You Should Manage All Your Employees Like Millennials

Written by Jim Coyle on December 14, 2017

I recently had a conversation with a friend who was struggling with managing a millennial. She asked me for thoughts on how to best manage her younger staff. As we talked, I realized that millennials take a bad rap for being needy for things that we as leaders and managers should be doing anyway.

I had an epiphany when my friend asked, “What have you seen or heard is the best way to motivate millennials?” Here’s what I told her.

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Consensus Can Kill Your Company

Written by Jim Coyle on September 21, 2017

Most people would say that consensus is a wonderful thing. When everyone agrees, there will be no battles and the project will go on without a hitch, right? Unfortunately, no.

In his book, The Five Dysfunctions of a Team, Patrick Lencioni says, “Consensus is horrible. I mean, if everyone really agrees on something and consensus comes about quickly and naturally, well that’s terrific. But that isn’t how it usually works, and so consensus becomes an attempt to please everyone.”

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Want a Healthy Team? Have More Conflict.

Written by Jim Coyle on May 18, 2017

You need team conflict to have a healthy team. Yes, you read that right. (Actually, you need conflict for any relationship to be healthy.) As psychologist Michael Batshaw says, “Engaging in conflict isn’t going to end the relationship, it’s avoiding the conflict that might.”

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Is Your Business Structured Like a Race Horse or a Platypus?

Written by Jim Coyle on March 6, 2017

Most companies end up structured in a way that is very unintentional. Recently I told a new client that many companies end up with an organizational structure that looks much more like a platypus than the stallion your company needs. They got a chuckle out of this. I soon learned that the nervous laughter was because they had created a very haphazard, platypus-like structure and they knew they had work to do.

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When the Best Solution Is the Wrong One

Written by Jim Coyle on February 9, 2017

Let me ask the leaders a couple questions. Do you find yourself clearly stating what needs to be done in your team? When a team member has an issue, do you tell them the best way to fix their issue? If you are working through a performance concern with a staff member, do you make sure you make the perfect plan to remedy their situation? Sounds like a pretty good description of a nice manager. Unfortunately this “nice” manager isn’t all that effective.

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