Transparency is tricky in the work place, right? What is appropriate to share and what isn’t? Does your title dictate how much you share? How do you foster credibility if you are completely transparent? How do you foster trust when you aren’t being completely transparent? [Read more…]
Perhaps you already see the signs of growth in your organization. Maybe you are seeing results from the marketing you ramped up last quarter or you landed that big project. Unfortunately, a typical response to these “threats” of expansion is one of celebration followed by the realization that you aren’t ready! This realization is a lack of confidence or preparedness and can translate into self-sabotage.
Remember when you could eat almost anything, including broccoli, by plugging your nose? Do you use the same strategy when it comes to Sales? “If I can hold my breath long enough, my business will eventually grow!” NEWSFLASH! That doesn’t work! So, what’s the secret to making Sales more palatable? [Read more…]
The first day of a new job is full of excitement! And by excitement, I mean anxious thoughts like, “Can I really do this job? Did I negotiate well enough? Will my department perform well under my leadership?” Not many of us are thinking about the onboarding process! [Read more…]
The childhood game of musical chairs grew increasingly difficult as I got older. Kids got a lot stronger, as did the strategy to win! It reminds me of an organizational shake-up or acquisition. From above, it looks like the team members are going the same direction while moving to the same music. But, when the music stops, a competitive nature is revealed. Someone is left standing without a seat (or a job)! [Read more…]
After being pulled from a baseball game, Mike Robbins,1 former pitcher for the Kansas City Royals, said he “could’ve have used some appreciation, not for what I’ve done, but for who I am.” Appreciation is different from recognition! Recognition only acknowledges an achievement, service, or ability, while appreciation acknowledges a team member for his or her intrinsic value as well. [Read more…]
Gone are the days of force ranking teams of people. This performance management concept “championed by Jack Welch [chairman and CEO of GE] in the 1980s” took too much time from leaders who could have been developing staff rather than numbering them.1 Formally checking in with employees on a weekly basis significantly improves future performance. [Read more…]