Articles – Current & Archived
Employee Engagement- Your Secret Weapon
VOLUME XII , NO. 2
Surveys and studies indicate global job dissatisfaction is at a two-decade high. Disengaged employees account for nearly 70 percent of the workforce, which significantly affects the bottom line, according to data from Towers Watson. They cause corporate income, earnings and profits to suffer to the tune of $500 billion each year.
Compulsive Leaders Pose Unique Challenges
VOLUME XI , NO. 11
Compulsive leaders are often referred to as control freaks. They’re obsessed with producing, orchestrating, winning and looking the part. Compulsive leaders are appreciated from the top echelons, but not as much from the bottom ones. They are overachievers, and expect their people to be as efficient and goal-oriented as they are. Unfortunately, it’s not a realistic expectation.?
Administrators have the greatest impact on employees’ careers and well-being, as work remains a significant aspect of people’s lives. Administrators determine whether employees enjoy or detest what they do. They’re also responsible for the organization’s prosperity.
How a leader responds to adversity reveals how effective that leader is. Reactions to setbacks or crises not only test leadership character, but define it.
Billions of dollars are wasted each year by companies who compromise on standards. Many leaders endanger themselves and their organizations by permitting a “good-enough culture.” This danger of mediocrity fortunately has a remedy.
Many leaders are unaware of how their lack of authenticity chips away at people, breeding dissatisfaction, distrust and disloyalty. Organizational e ectiveness and productivity su er when workers view leaders as inauthentic.
Organizations waste vast amounts of time, e ort and money each year by failing to recognize or correct dysfunctional teams.
Growing Better Leaders: 5 Developmental Stages
VOLUME X , NO. 10
The increasingly complex and chaotic marketplace poses an urgent need to grow better leaders. Companies that seek to maintain competitive advantages require strong leadership.
Leaders remain confused, however, about how to strengthen their competencies. Formal training and higher education haven’t sufficiently prepared them for all of the 21st century’s disruptive innovations and global challenges. While some leaders thrive, others barely survive. Many of today’s executives feel as though they’re in over their heads.
In spite of learning coaching skills, many managers struggle to have e ective coaching conversations that lead to insights and change. A checklist for coaching conversations can help.
Managers who effectively harness their coaching skills reap multiple benefits. Their employees are more committed, willing to put in greater effort and are less likely to leave.
Effective leaders master the C-suite competencies: setting strategic direction; communicating an inspiring mission; understanding financial data; planning and coordinating resources; and ensuring that processes, systems and people achieve results.
Most leadership-development efforts focus on these responsibilities, but they’re ultimately insufficient. Great leaders must address the inner game of leadership.
Some say we’re on the verge of a shift in the way we organize and manage people who must work together. Others aren’t so sure. Is it really possible to reinvent organizations? Can we devise a new model that makes work more productive—and, even more importantly— truly fulfilling and meaningful?
Communicating Better: Four Social Signals
VOLUME IX , NO. 12
We’re more connected than ever before. The ability to reach out and communicate with people around the globe has never been more accessible. But are we paying attention to key signals that improve our understanding?
As a manager or team leader, how good are you at stimulating creative insights?
- Do you focus on reducing errors in order to boost performance?
- Do you want to encourage creative thinking yet reward those who stick to processes?
- Do you remind everyone of goals and deadlines, and wonder why there aren’t more fresh ideas?
Which leadership style will prevail in the future?
If you want to improve employee engagement and productivity while reducing turnover, your organization must build on individual and team strengths.
This article examines the skill of noticing and suggests questions leaders should ask themselves to develop their perception skills, avoid blind spots, and make better business decisions.
This article explores the hero’s journey and offers three steps to become your best self that result in greater authenticity and a life full of meaning.
Authenticity has become the gold standard for leadership. But a simplistic understanding of what it means can hinder your growth and limit your impact. ~ Herminia Ibarra, “The Authenticity Paradox,” Harvard Business Review, January 2015
Are you part of the under management epidemic, or are you a truly engaged manager? You may think you’re a good boss, but a recent survey reports 9 out of 10 managers are providing insufficient oversight—a problem that consultant Bruce Tulgan calls the “under-management epidemic.”
Motivate without Overmanaging
VOLUME VIII , NO. 10
Many business leaders have lost sight of what motivates people at work. In fact, some companies haven’t updated their incentive practices in years, which means they’re probably struggling to create and sustain high-performing teams.
Most communication is unconscious. You may think you’re delivering clear and consistent messages based on your words, but unconscious nonverbal behaviors are key to communicating with power.
Leadership is about relationships with others. You cannot lead without understanding the innate drives that are essential to human development and survival.
Scientists are discovering how conversations cause a rapid cascade of neurochemicals in the brain, laying the foundation for trust or distrust. To remain competitive, leaders must understand the powerful conversational rituals that prime the brain for trust, partnership and mutual success.
There’s no escaping it: Everyone has blind spots. No matter how hard we try to be self-aware, everyone — including the best leader— has unproductive behaviors that are invisible to us but glaring to everyone else.
Executive coaches and leadership consultants who encourage positive thinking often encounter cynical, hard-driving executives with a close eye on the bottom line. But positivity coaches have come a long way since author Norman Vincent Peale preached his positive philosophy of faith and miracles. Today’s positive- psychology movement is founded on empirical evidence.
Good communication is a hallmark of healthy organizations, but it’s often founded on the belief that employees thrive when given clear directions. In today’s increasingly complex organizations, it’s not enough to tell people what to do. Leaders who ask evocative questions instead of giving instructions set the stage for better communication, employee engagement and high performance, especially when they’re charged with supervising knowledgeable workers.
How To Set Big Hairy Goals
VOLUME VII , NO. 10
Setting a Big Hairy Audacious Goal (BHAG) can seem exciting and energizing. First proposed by Jim Collins and Jerry I. Porras in Built to Last: Successful Habits of Visionary Companies (HarperBusiness, 2004), the term refers to a visionary goal that’s emotionally compelling. A great BHAG drives us to realize achievements that exceed our expectations. It facilitates focus, concentration and the ability to ignore distractions. In simple terms, BHAGs help make our dreams come true.
Whether you’re starting out, changing jobs mid- career or completing your last decade of work, leadership success depends on how well you manage yourself and interact with others. Mastering leadership psychology is crucial for professional development. What got you here won’t get you there. Success depends on knowing, appreciating and accepting who you are.
Over the last 14 years, thousands of workers have been polled on how they’re treated on the job — and a whopping 98% have reported experiencing uncivil behavior. In 2011, half said they were treated rudely at least once a week, up from 25% in 1998. What will you do to change this in your organization?
You have a legitimate complaint that needs to be heard by your supervisor, leadership team and/or coworkers. But how do you voice dissent without being perceived as negative—or worse, a whiner?
Successful leaders mentor, coach and partner with their employees instead of practicing command-and-control management. Top organizations are more adaptive, innovative and smart about bringing out the best in their people. Employees are always learning, and managers are always teaching. Managers mentoring…learn the secrets
Researchers have long studied failed business decisions to identify common stumbling blocks. Given that we’re more irrational than we’d like to believe, how can we improve the quality of our leadership decisions?
A Texas A&M University study reveals how strongly habits rule our lives. Participants kept diaries of what they were doing, thinking and feeling. After reviewing the data, researchers found the diarists engaged in habitual behaviors one-third to one-half the time. Read more about changing habits for the better.
Trusting relationships are what make the difference between people’s feeling good about what they do and simply going through the motions. Trust is inspiring and energy producing. ~ Dennis and Michelle Reina, Trust & Betrayal in the Workplace. where do you stand?
Stories are the single most powerful tool in a leader’s toolkit. ~ Howard Gardner, Harvard psychologist Do you know people who can masterfully tell the right story at the right time? Effective storytelling can help you gain more control, while also building employee morale, strengthening teamwork and defining how problems can be solved. You’ll find it much easier to develop original and effective solutions to everyday challenges.
Some bosses make us better and smarter by eliciting and revitalizing our intelligence. Others seem to stifle intelligence and capability, always wanting to be seen as the smartest person in the room. They suck the energy out of the team, whose members end up looking or feeling dumb. How can you be a genius maker instead of draining the genius out of your team?
Sales and Communications:16 Bad Habits You Can Change
VOL. VI, NO. 11
Leaders seem to forget that their human assets make or break a customer’s ownership experience.”Interpersonal interaction, though sometimes not the top reason for making a purchase, is almost always the reason for not repurchasing.” ~ Marshall Goldsmith, Don Brown and Bill Hawkins, What Got You Here Won’t Get You There in Sales!: How Successful Salespeople Take It to the Next Level. What are your people doing to help in sales and customer experience?
Many people who maintain a veneer of professional success report feeling dissatisfied and doubt they’re in the right job. They often find themselves trapped in meaningless work. Read more to find some solutions to those career questions that keep us from being and becoming all we can be.
Listening may be the most important, yet least developed, skill for personal and professional success, especially in today’s fast-paced business climate.Power Listening is key to building success… What things can your do to become Power Listener?
Like it or not, we are in the midst of great social, economic and political upheaval. The way we live and work has changed tremendously in the last 10 years, and it’s likely to be radically different in another decade. Perhaps we need to take another look at what’s needed in leadership style during this period of uncertainty and transition. Is it time to call on intensely visionary leaders?
As much as we’d like to believe that we’re rational human beings, we can all too easily mislead ourselves. Self-deception is a process that encourages us to justify our false and invalid beliefs.Read more to see how this can be effecting your leadership.
In an uncertain economy, empathy may seem like a soft business skill. It can, however, serve as a catalyst for new growth, innovation and employee engagement, all of which drive profits and long-term results.
With so many employees being paid to think, leaders and managers should find ways to cultivate their staffs’ cerebral capabilities to boost workplace performance. But most leaders wouldn’t know where to start. Read more to learn ways to get your employees to be innovative and better decision makers.
A recent survey found that 91% of high level managers believe teams are the key to success.But evidence doesn’t always support that assertion. Many team-work related problems remain hidden from view. Find out if teams are moving you forward or holding you back…
More than anyone else, the boss creates the conditions that directly determine people’s ability to work well. Ever wonder why some highly educated people aren’t promoted yet others with less obvious skills are? Chalk it up to emotional intelligence… EI plays a huge role in leading an organization.Read on to see how true leaders really get this.
Are leaders born or made? One can argue either position. Al leaders can improve and there are 5 basic rules to follow to improve your leadership performance. Read more to see how you can go to the next level as a leader…
hat single quality differentiates high- potential leaders from ordinary contributors in an organization?
What you get when you sign up:
- Monthly Articles That Help You Get Results
- Maximized Results on Your Intellectual Capital
- Strengthened Focus on Attracting, Servicing and Keeping Customers