I think Seahawks fans have an opportunity — and responsibility — to do more to help the Seahawks be successful. Have you ever seen Pete Carroll chewing out a player after a bad play? No. Or, at least rarely. Officials? Heck yes. Players? No. There’s a reason for that and it’s connected to why, Read More

Michael Robinson, fullback for the Seattle Seahawks often found clearing the field in front of Beastmode Marshawn Lynch, is one of my favorite players in the game. Robinson has been out of practice for several days, and did not travel with the team to play in the preseason game in Green Bay. Coach Pete, Read More

One way to think about developing leadership skills is to think of spheres of influence and control, starting with the individual and working out. Leadership skills can be honed within the individual; in one-on-one interactions; on the team; while leading the team; and in the community. The decision by Coach Pete Carroll and General, Read More

As an enthusiastic proponent of strengths-based leadership, I often recommend to my colleagues that they take the StrengthsFinder 2.0 assessment. I also try to encourage them to learn more about the foundation of the concept, by reading First, Break All the Rules and Now, Discover Your Strengths. For many of them, taking the time, Read More

I highly recommend Pete Carroll’s “Win Forever: Live, Work, and Play Like a Champion”. It is a fast read, full of energy, accessible and authentic, just like Coach Carroll. And for me, the best thing is it reminded me to be true to myself. Carroll presents layers of themes in the book: Develop a, Read More

1. You don’t get in trouble for asking for help or guidance under extraordinary circumstances. 2. You get to be human.  And humans make mistakes. 3. Everybody doesn’t get along with everybody else. You find ways to manage baggage. 4. You only have to say I’m sorry when you intentionally cause someone harm. In, Read More

Thanks, @Ancalime for your input – tedium! Other words that come to mind: stagnation, boring, monochromatic, homogeneous. Others?

If your work group was formed before your organization learned the “No Asshole Rule” you may find yourself having to cope with people who are abusive, arrogant, bullying, controlling, egotistical, incompetent, manipulative, narcissitic, and/or uncooperative. A healthy, well-tended work group or team can reduce the impact of destructive behaviors by these individuals, saving your, Read More

The youngest members of the workforce grew up in a world that is light years away from that of the current crop of CEOs. They often function in groups, not solo. With Facebook, Twitter, IM, blogs, and role playing games that span the internet, they are ambassadors of globalization, many already having friends from, Read More

It may be a behavior that’s been reinforced by survival of the fittest – when staff members acknowledge only those at their organizational level and above. They may only “see” others that they believe capable of advancing their interests, or of causing them harm. But for the support part of the team – secretaries,, Read More

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