When an organization struggles, it’s easy to point a finger at outside factors like market conditions, strategy, or product performance. It’s true that all or
Where managers make mistakes is leaving the talent on their team solely up to an internal or external recruiter. Remember, leaders must be ultimately responsible for recruiting and coaching. Being philosophically aligned with recruiters about gaps in the team and the attributes required to be successful must be communicated regularly.
Negativity is a drain on your life. To be fair, it’s more of a drip than an enormous leak, but it adds up over time. Negativity can come from various sources, but the most likely source is from within or another person.
Since leaders are in the people business, it’s only a matter of time before you’re working to overcome it in yourself or dealing with negative people on your team.
Anyone who is a great leader cares about being a good person. Unfortunately, being a good person doesn’t automatically make you a great leader. Having qualities such as being kind, empathetic, compassionate, helpful, thoughtful, and morally strong are excellent traits, but they don’t guarantee you help others maximize their potential.
Since motivation comes from within and initiates goal-oriented behaviors, assuming that performance and achievement begin with motivation would be a reasonable assumption. However, it’s not correct.
One of the primary responsibilities of any leader is to elevate others. To find a way to help team members take their mindsets, skillsets, and performance to the next level.
Everyone from the CEO to a part-time employee in your organization has something going on in their personal or professional life
The truth can set you free and create a brighter future than exists today. However, leaders often avoid the truth for fear of what might happen because of it. So they surround themselves with “yes” people who will shelter the truth and tell them what they want to hear.
Retaining talented professionals with excellent skills, adaptable thinking, and an incredible work ethic is vital to long-term success.
Many executives and managers have taken note of a leadership style called servant leadership that attracts followers, improves engagement, and enhances results. In an attempt to change their perception and behavior, they have adopted a vanilla and fake version of servant leadership that, at times, passes for the real thing.
