Skills are required to execute on technology. Here's how that informs your people and business strategies.
When done correctly feedback is a gift to all involved, it helps us learn and grow. Learn how to become better at giving and receiving the gift of feedback.
Does the concept of leadership have any value at all if leaders don’t use it to elevate those around them and advocate for their needs? Does having power and influence really matter at all if you aren’t viewed as using it to help others do and become more?
Companies can sustain their entrepreneurial energy even as they grow. Safeguarding the organization’s soul is a critical if little appreciated part of the founding cohort’s job, on par with such key decision areas as governance and equity splits. Netflix, Nike, BlackRock, Warby Parker, Study Sapuri, and Starbucks all blossomed as start-ups thanks to their founders’ deliberate efforts to preserve the alchemy that made them great enterprises from the beginning. Over the long term, a strong soul will draw in and fire up various stakeholders. Even as companies institute processes, discipline, and professionalization, they should strive to retain the spiritual trinity of business intent, customer connection, and employee experience. It’s the secret to not only growth but also greatness.
Picking future company leadership is more complicated than a search for the best performer. Certain personality traits may indicate essential leadership skills in the making. Learn which ones to look out for and how they evolve with the right experience and mentorship.
Do you have an employee who’s unwilling to accept help or learn something new? Find out the one basic thing you can do that will make a difference.
Retaining the superstars of your company is crucial to launching your business forward. Learn effective retention strategies to keep your winning team.
One of the most popular Dilbert comic strips in the cartoon?s history begins with Dilbert?s boss relaying senior leadership?s explanation for the company?s low profits. In response to his boss, Dilbert asks incredulously, ?So they?re saying that pr...
Radical candor is the secret to being a good boss, not a jerk. Here is a framework that explains what Radical Candor is, and also what it is not.
Millennials are stepping into a new wave of life, and with that comes a shift in needs. Here are three surprising truths about what Millennials want from their jobs today.
Great leaders tap into the needs and fears we all share. Great managers, by contrast, perform their magic by discovering, developing, and celebrating what’s different about each person who works for them. Here’s how they do it.
I have decided to change direction this week. Over the last month or so, I have been sharing my views on leaders and leadership, highlighting the positive icons who have blessed my life?teaching me, challenging me, chastising me, inspiring me.
A strategy needs to be more than setting goals for what you hope the outcome should be - it has to tell you what you are going to do as well as what you are not going to do to achieve it. Keep it simple and cohesive, and also explain the logic behind it to your employees. Implementing strategy should not be a top-down process, but also "allow for internal experimentation and selection processes while maintaining top-driven strategic intent". Top management should resist doing the selection themselves - their job is to design the company's internal system so that it does the selection for them. Make change the default: habits don't change by telling staff they have to - you have to disrupt the old patterns and practices to expose staff to alternative ways of doing things, to keep asking 'why' they are doing it a certain way. Only keep the old way if it proves to be substantially better.
The classic performance review — here’s how you did, here are your goals, here’s your pay bump (or your pink slip) — is widely reviled. Employees don’t like getting them. Managers don’t like giving them. They can be an enormous drain on morale, energy, and time. A CEB study found managers spend an average of 210 hours a year compiling and delivering them.
Not long ago, I was presented with a routine, even boring, workplace problem. We redesigned a part of our website, and altered some basic functionality. Some colleagues learned of the change only when they went online, and were baffled by the new flow. And so began a tempest: Why was this change made?
We’ve all been there. We make what we think is a rational decision and seconds, minutes or days later we wonder “What was I thinking?” Discover how to stop making stupid decisions and start making smart ones by understanding our cognitive biases.
When we talk about Millennials in the workforce, the conversation is often framed in the negative … But the reality is, from the way they were raised to the economy and world they inherited, Millennials have been dealt a difficult hand.
By Judith Griessel - Soft Skills are character traits or interpersonal aptitudes that affect your ability to work and interact. They are transferable across jobs and industries and in high demand.
It’s become a cliché to say that leadership matters, but diversity is one of the areas in which executive leadership is often ineffectual. Executives’ espoused beliefs are frequently inconsistent with their behaviour, and they typically underestimate how much the corporation really needs to change to achieve its diversity goals. That’s because diversity strategies tend to lay out lofty goals without providing the structures to educate senior executives in the specific challenges faced by various constituencies. In addition, these strategies often don’t provide models that teach or encourage new behaviours. One of the most frequently mentioned diversity-related HR practice was the five-minute drill, which takes place during the discussion of management talent at the corporate and business unit levels. Executives are expected at any moment to be able to discuss any high-potential manager and an explicit effort is made to ensure that minorities and females are also discussed. The result has been to make the executives more accountable for spotting and grooming high-potential minority managers both in their own areas and across the business.
In a coaching session a client they asked me, ?what were the main things I wish I?d known that would have helped me become a better leader sooner?. This got me thinking about my first real leadership role, which was over 25 years ago when I took ov...
Limited perspective of leaders and team members will frustrate communication and problem solving. Broaden your point of view and help others to see more.
A few years ago, I missed out on a huge promotion because I didn?t comply with an action from a CEO of my then establishment. He instructed me to hold back a delinquent customer?s payment, so their mortgage would be transferred to the non-accrual sta...
Outstanding leaders embolden others to drive remarkable change - learn and emulate their attributes. Discover how to be a good a leader today.
1) Gather your team together. 2) Ask each of them to put together 3 x recommendations for improvement of the team, organisation or environment. 3) Pick at least one item from each team member and incorporate it into the organisation (with them as the project champion). 4) Absorb the risk of implementation (do not blame your team if it goes wrong). If the initiative works, associate all of the success of these outcomes with the team, not yourself. By doing this you will build rapport, trust, and will likely identify positive outcomes for the business you wouldn't have found yourself. By associating the success to the team you will build enduring loyalty and cohesiveness. A simple but powerful gesture which will cost you nothing. Good luck... #tips #leadership #management
Do you have any employees on your team who are difficult to give constructive feedback to? Do you tend to procrastinate giving feedback to some team members? Leadership is about developing people, and that includes giving difficult feedback to employees about their performance. Leaders who see corrective feedback as a partnership with their employees and ...
The number one thing great communicators have in common is they possess a heightened sense of situational and contextual awareness. The best communicators are great listeners and astute in their observations. Great communicators are skilled at reading a person/group by sensing the moods, dynamics, attitudes, values and concerns of those being communicated with. Not only do they read their environment well, but they possess the uncanny ability to adapt their messaging to said environment without missing a beat. The message is not about the messenger; it has nothing to do with messenger; it is however 100% about meeting the needs and the expectations of those you're communicating with.
I see many business leaders who excessively focus of creating a grand vision, have a compelling strategy, run great communication programs and have innovative ideas but still fail to engage people ...
Key Highlights Explore why WHAT we do becomes more powerful when we know WHY we do it. Learn how the WHY can act as a filter, giving us an alternative perspective on our organizations…
Key Takeaways 1. Everyone has the capacity to be a leader. 2. Leadership is a practicable, learnable skill. 3. Leadership is like a muscle—if you practice, you will become a strong leader. If you stop practicing, you will become a weak leader. 4. Leaders are not responsible for the job. Leaders are responsible for the people, responsible for the job. Whether we’re leading armies, multinational corporations or a fledgling home-based business, the message is the same: We all have the responsibility to become the leaders we wish we had.