Unleashing the full capacity of your people
This time of the year can be hectic, no doubt, but its important to take time to reflect and set personal and professional goals for the coming year. Don’t just focus on monetary or gains or career progression—both are great but establishing a personal mission statement to help keep you focused is extremely helpful.
Dealing with new ideas and implementing change is a difficult task for any person let alone an Organization. Yet most are going through some sort of transformation.
It’s Important to understand the competencies required for superior performance. With our new DNA Position Analysis tool, we can help you pinpoint the top competencies for any position.
A leader’s ability to motivate and influence employees stems from trust. It can be hard to earn, yet easy to lose. When building trust, do your best to stay consistent, do as you say, build in accountability and …
There is no “one size fits all” approach to feedback. That’s not how people work. We all interpret things differently—through our own filters. Especially when it comes to feedback. In some circumstance it can make or break a relationship and/or career. But when done well, it helps make people better. Thus, making it important to practice.
The end of March is the first big milestone of the business year. It’s time to run your first in-depth check-in with your team, as a group and individually, to realign purpose and energy with your goals. Here are some areas of focus for your discussions as you work together to plan out a highly productive second quarter of 2018.
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.
Organizations try to choose talented employees and nurture them as future leaders. This leads to poor choices. So, create a system where the true cream of the talent pool rises to the top naturally.
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!