Investing in people derives greater ROI than investing in physical assets. The cost of one new machine could cover leadership development for 100 front-line managers. And it offers a key competitive advantage, since most organizations have yet to cotton on to this simple idea. What advantages do you gain?
Your achievements are the sum of your habits. What you get done each day is built on the habitual way you approach your job and work relationships. So, holding onto bad habits, largely out of comfort, impedes your own career progress! How to swap those out for great habits? Read on.
Why are lower-level managers largely left to fend for themselves in growing good leadership habits? If managers are not properly trained to deliver the engagement activities, or the feedback loop that builds trust, employee engagement suffers needlessly. Studies find that 98% of managers feel they and their cohorts need more training. How can you deliver this within your group on a tight budget? We have a few thoughts that may help.
When it comes to leadership habit change, too many managers seek and evaluate feedback, but fail to fully leverage it to improve their performance. Falling back into a comfortable, if unproductive rut is apparently a “thing” even among senior managers. If that is your "thing," how can you break out of the rut? We have some thoughts!
As the year ends, you must assess your progress in improving leadership habits. How much progress have you made in replacing bad habits with good? Everyone makes some progress, and everyone backslides. How well you dig into causes and motivations (diagnosis!) could make the difference in continued progress. Click through for more!
Seven steps to putting a better leadership habit change program into effect and making it stick. Keep your goals practical and achievable. But, research has found that taking on a complementary set of new habits could be as effective as a one-habit-at-a-time approach.
As a leader, you don’t work in a vacuum. You work in a lively mix of personalities, behaviors and motivations. If you want to sustainably raise productivity through better employee engagement, you must get to know your people in greater depth and work hard to keep them all aligned with your mission. As always, we have some thoughts about how best to do that!
Great mentors accelerate career growth. How best to recruit the mentors you need to help you over professional hurdles and lead you to helpful connections? We have five ideas that can get you started in the right direction.
Performance reviews are only effective if the review process is continuous. One annual, HR-mandated official review is a useless exercise unless it merely the capstone of a year-long process of feedback and development. July is a great time to start that ongoing process. Let's explore a few ways to get started.