How does your culture view appreciation? Specifically, does it treat appreciation as a limited resource or an unlimited gift? Is extending appreciation seen as a weakness or strength? Is it viewed with admiration or ridicule?
Communication… Collaboration… Values Orientation. Simply put, in all of the competency-based work I’ve done, these are almost always in the mix. Many other competencies are important too, but none will stand the test of time and be as broadly important as The Big Three. They will not become obsolete, passé, or irrelevant. I have a theory on why that is true, and if I’m right, it will present a call to action for many of us.
Many would say that a hope-based strategy means you do not have a plan. While that’s partially true, the issue runs deeper than this snarky explanation. This week’s article discusses the issues that arise when there is no visible evidence that you are performing intentional activities with an end goal in mind. Essentially, you are continuing to operate your business by just hoping that the results end up the way you want. Sound familiar? If so, don’t fret. It happens to the best of us! You may find my recommendations for creating a clear strategy well worth your efforts in the end.
I’ve observed the styles of many leaders and I find it interesting how we sometimes choose behaviors for all of the right reasons only to see them produce unintended consequences. One aspect of leadership that I have seen implemented in many different ways is the degree to which the leader allows herself/himself to be available to others. This article addresses the sometimes hidden costs of the Open Door Policy, five questions to identify the serious issues it may be helping to mask, and a suggested approach that achieves the underlying intent without the downside.
You feared this would happen. Your most talented employee has decided to leave the organization for an exciting role elsewhere. The typical (and understandable) reaction is to fire up the recruiting machine immediately. STOP! This article encourages you to view the situation more strategically. It provides a framework of four key questions for thinking through ways the situation can be leveraged to produce the best outcome for the organization. This loss can be an opportunity if seized and managed appropriately.
There’s nothing more frustrating than being in a situation where the resources needed to address an important issue are not available. This is often the situation that leaders encounter when they are dealing with an underpaid employee. This article peels back the issue and provides counsel on how to move forward. And, as you might suspect, it also provides a justification for avoiding the situation in the first place.
Don’t blame the Millennials. Thank them! Their emergence has caused us to re-examine our leadership styles. Much has been written about their arrival into the workforce and how difficult they are to manage. The rhetoric typically has a negative theme. Frankly, I’m not buying it. I see way too much potential among them to have a doom and gloom viewpoint. In fact, I think their emergence causes us to focus on an aspect of our leadership style that we should already have been talking about.
What’s the best thing you’ve seen this week? Take a moment to think about your answer. Now, consider how it made you feel and how the rest of your day went. Have you ever wondered about how much your interaction with people can impact their mood, disposition, and even productivity level? I like to watch people and observe how they interact. I occasionally experience an interaction that is so meaningful it sticks with me for a long, long time. I had an experience like that this week… and it was a positive one! As I replay it in my mind, I think about the effect our disposition has on others and the general mood of the work environment. The good news is that much of what needs to be done is in our control. If you’re dealing with negativity among your team, I have some great tips to help you out. Click the link below to hear about the best thing I saw this week and to see tips for shaping a more positive work environment.
Shoes provide an interesting metaphor for thinking about how we handle the coordination of work and the other elements of our life. While we certainly wear a life shoe when we come to work, we often wear a work shoe during life. For a variety of reasons, this has become the new normal. This article reveals the shortcoming in how we have traditionally thought about the issue of coordinating work and life and presents a different way of thinking that is more aligned to our current work/life scenario. The results are higher profits, reduced medical costs, increased employee retention, and a rise in employee engagement. Can you afford to ignore that?
Lack of accountability. If there was ever a single characteristic of a culture that could guarantee underperformance, Lack of accountability has to be it. We’ve all seen it. Deadlines missed. Lack of follow-thru. Messages ignored. We’ve all experienced the frustration and aggravation and wondered why does it have to be this hard? This article provides a novel way to ratchet up the degree of accountability in your organization. BONUS TIP: Forwarding this to your team may be a small step that produces big gains.