Which of the two holds the greatest leverage on you — is it the loss of popularity or a fear of failure? The answer may not be readily apparent, but it can be detected through your style and willingness to use your authority to move those behind you.
‘Trust’ is a word we trip out on a daily basis yet how many of us can define it or understand what influences trust? Thankfully, a host of academic researchers have been grappling with these questions while we have been busy running businesses.
As a leader in your organization, ask yourself: Is there laughter here? Does my team laugh with me or do they shut down when I walk in the room? If we’re not laughing, something is wrong.
This article offers sixteen ways to elevate your leadership, with the emphasis on who you need to “BE” in order to achieve these simple but often neglected “to-dos.”
I believe it’s good practice to regularly sit back and identify things to stop doing. If we don’t regularly stop doing things that are no longer helpful, how can we expect to change, grow, and be better leaders? This article outlines some things you might need to stop doing.
When you look back over the course of human evolution, it’s evident that every advance has been due to some intentional application of energy. Creating culture is no exception; it takes an immense amount of energy from a lot of people over a sustained period of time.
Instead of extensive surveys, why not just ask your customers direct questions that could provide you with critical input? Though we often find their answers hard to hear, what our customers tell us about our shortcomings can mean the difference in staying in business or not.
According to Gallup, the number-one reason employees leave is because of their dysfunctional relationship with direct supervisors. It’s poor communication skills, ineffective coaching, and the lack of critical skills.
The results of a poll by the Gallup organization indicates that only 10% of managers have what it takes to be “a great manager.” Learn what talents are needed to be a “great manager.”
One of the core reasons for workplace drama and dysfunction is the inability to have honest dialogues with others–the inability to speak your truth. If the truth would have been spoken five years ago, there wouldn’t be such a blow up in the first place.