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  • Mark@McCatty.com

    Leadership & Team Advisor

    Improving Leadership ROI through daily leadership and team development practices. Mark McCatty, Inc - Leadership & Team Advisor

    Getting Teams Moving

    I was called in to work with an existing team. This team was a highly-motivated team working in a manufacturing environment. The management structure wanted teams. Well, they wanted people to take accountability and manage the process. So, management supported the team effort. And the hourly employees were hired on with the expectation that they would be working in teams to manage their daily production [and related] activities. The problem was that…well, there was little observable productivity coming from these teams.

    John Maxwell, in his book on the laws of leadership, talks about the law of The Big Mo – Momentum is a leader’s best friend. All leaders will face a challenge when they try to start [or change] a process. No matter how much everyone wants to change, there are natural drivers against change. We are plagued with inertia.

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    The Human Cost of Lack of Engagement

    Studies tell us that fully 50% of employees today are not engaged at work. These employees do just enough to avoid discipline. And an additional 1 in 5 are so unengaged that they have become cynical and negative about their work. There is a significant cost to businesses with only around 1/3 of the employees engaged and motivated at work.

    Beyond the more obvious costs of lost production, lower quality, and dissatisfied customers there is also a human cost. There is a social impact from low engagement work environments that reach far beyond the balance sheet. There is a cost that can never be recovered.

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    Who is Affected by Today's Technologies

    By Mark McCatty, Leadership & Team Advisor

    I recently promoted last year's Live2Lead leader event in my home town. The Live2Lead event was viewed by thousands around the globe. Along with John C. Maxwell, Simon Sinek was one of the key presenters and he was highly appreciated for his presentation. Simon Sinek has been viewed by thousands talking about the challenge of technology for our younger generations. He talks about the addictive effect that using technology provides and how it destroys the ability to develop positive relationships.

    There is a lot of talk about the challenge that younger people face because of dealing with technology. Along with the talk of the problem younger folks have with their addition to technology is the [sometimes] disgust that is expressed with the impact this dependence on technology has on those who live and work with this younger generation.

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    But let's be real about the issue with technology.

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    The Sound of Silence in a Culture

    by Mark McCatty, Mark McCatty, Inc. Leadership Results Through People

    Company culture represents the values that are elevated within the organization. It’s how things are done. A healthy culture is robust and full of ideas and exchanges. A healthy culture is a noisy place; Full of positive activity. This does not mean that everyone is always in agreement. It does mean that everyone knows full well where everyone else stands and that they respect the positions that others have taken even if that position differs from their own.

     

    The “happiest companies” [What Happy Companies Know] have warm corporate cultures, modest, sincere leaders and flexible, engaged employees. Positive companies have an invigorated company culture where there is an expectation and appreciation for true honesty. As Bill Gates says, “Bad news must travel fast.” Microsoft employees are encouraged to speak their minds even if they must deliver bad news.

     

     

     

    Culture Trumps Strategy

    The sound of silence can mean discord and disconnection. You know what it’s like when you walk into a room that immediately goes quiet. It is not a good sign when the breakroom buzz goes still when the manager enters. Therefore, many managers tend to shy away from employee meeting areas. They may say that they “want to give the employees their space.” This is the same management who believe that they cannot be friends with the staff; no fraternization.  They do not understand the leadership power of their ability to connect with other people.

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    SCRUM Team Leaders Learn from Failure

    by Mark McCatty, Leadership & Team Advisor
    “To err is human.” The reality is that humans err. We all make mistakes. Some errors go by hardly noticed while other errors people make cause catastrophic consequences. So, the issue is not whether errors will occur; they will. The issue is what do we do with the tendency to make mistakes, and how do we benefit when they occur. There are some pretty interesting results from research about why we make these annoying errors. Some of the more commonly known causes of errors are:

    ·         Stress. Mental stress increases as familiarity the decreases. When under stress we tend to operate emotionally and not cognitively.

    ·         Fatigue. Fatigue is affected by on-the-job demands, and off-the-job life style. Trying to do complex tasks while recovering from a late night out can create errors.

    ·         Difficulty seeing one’s own error. We all think that what we do is good. People may fail to detect abnormalities when working closely to a task, especially when preoccupied. How many times has someone pointed out a needed edit [to a document] that you failed to see?

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    As a leadership and team advisor, I have helped numerous organizations, through speaker presentations, group training, and individual coaching, to meet the challenge of creating engaging and purposeful work environments. 

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