When leveraging employees outside their normal function, there is an implied "quid pro quo." Leadership requires you to create and communicate the appropriate WIFM to ensure commitment and follow-through.
Active #listening requires Consciously Competent actions. Listen with Purpose. Watch for cues, and summarize.
Active #listening requires Consciously Competent actions. Listen with Purpose. Watch for cues, and summarize.
Clarify your #Values. Values are how we judge ourselves, others judge us by our #actions. Make sure they are aligned.
Clarify your #Values. Values are how we judge ourselves, others judge us by our #actions. Make sure they are aligned.
The secret to success is hard work achieved through Practice, Preparation, Positive Attitude and Personal Pride. What have you done today to ensure your success?
The secret to success is hard work achieved through Practice, Preparation, Positive Attitude and Personal Pride. What have you done today to ensure your success?
To Lead you must Inspire, Empathize, Teach, Praise, Coach, Encourage, and above all else and Do The Right thing.
To Lead you must Inspire, Empathize, Teach, Praise, Coach, Encourage, and above all else and Do The Right thing.
The video is magnificent.
It's quite special to work for an organization that commits itself not only to it's customers, but more importantly, it's employees. Oldcastle is one of those companies. They are dedicated to finding and sharing stories of hope, service and goodwill throughout the organization.
As leaders, it's important to Serve, Inspire and Recognize. I am proud of our organization. Prouder of our leaders. Proudest of our people!
Congratulations Russ Salmon! You deserve it! The video is magnificent. Best Quote Below...
"...people...don’t realize how much power they have to change and to make things better." http://t.co/CqqXA8ynPG
— Vinnie DiSalvo (@vinniedisalvo) February 6, 2015
When interviewing. Hypothetical Questions get Hypothetical Answers. Get Real Life answer with Real Life questions.
Hypothetical Questions get Hypothetical Answers.
from LinkedIn
Your Company's Dirty Little Secret
Interesting article Bill, great points with some sound advice for leaders at all levels. From the article:
1. Start small. Within your sphere of influence. Within your team. Every day, make sure you're asking your team three questions: • "What's holding you back from getting more done?" • "What bottlenecks or barriers can I remove for you?" • "What resources, tools or processes would help you move as fast as you want to?"
The full article: Bill Jensen's Article
Engage a Mentor with a Short-Term Project - Karie Willyerd - Harvard Business Review.
Engage a Mentor with a Short-Term Project - Karie Willyerd - Harvard Business Review. Great Article by Karie. She's 100% right. Today's leaders are pulled ever thinner and simply can not commit to long, deep relationship building with more than one or two "protégés."
By creating short term stretch assignments for key talent, you can maximize not only the leaders time, but also the return on the interaction.
Companies & Social Media - How to deal with negativity
A few years ago I read an article online regarding organizations and social media. The crux of the article dealt with organizations being paralyzed to jump head first into social media. At the time of the article, the inability for organizations to moderate and control how people responded to their messages and what was posted, stifled their desire to act. The article urged companies to relinquish their control issues and join the new world in creative commentary of their own. The below video is a perfect example how Honey Maid embraced this challenge and made proverbial "lemonade from lemons". Good on you Honey Maid - this should be an inspiration to all companies.
Star Performers Don't Succeed On Their Own - Kevin Evers - Harvard Business Review
How much time and effort do we invest in our 'B' and 'C' employees? What could we accomplish if we spent half that time working with our 'A' players? How many of those 'A' players would we retain? Best line from the article:
"Star performers need training and coaching, too — and as the global war for talent continues to heat up, organizations need to step up and deliver the goods."
Star Performers Don't Succeed On Their Own - Kevin Evers - Harvard Business Review.
Whole Foods Employees Have Open Salaries - Business Insider
Very interesting article. Most organizations are still holding on for dear life to the old command and control model. What they fail to recognize is that the old model is being replaced by openness, transparency and empowerment. Whole Foods Employees Have Open Salaries - Business Insider.
Lincoln's strategy for handling setbacks
The Build Network posted an article the other day on the Business Insider's site detailing their thoughts on Lincoln's strategy for handling setbacks. It was a great article and highlights that motivation, team building, accountability and talent development are not new issues. They have been around for a long long time. (Link to the article below) The main point I took away - the same methods Lincoln used are some of the same we teach today and do in fact work.
- How many times have you heard - "Before you send out that email, wait 24 hours and re-read it?" Don't send something out in haste, there maybe bigger implications than you can consider in the heat of the moment.
- How many of us have heard or told a story similar this to teach emotional awareness:
A man is sitting on a train after a long day at work. He's had a terrible day and just wants to sit and read his paper in peace. Next to the man are a father and his two children. The two children are jumping and playing, causing a small ruckus. The first man tries to ignore the commotion and continues to read his paper, however the kids just continue to get louder and louder. After about 20 minutes, the man can't take it any more. He turns to the children's father and says, 'Sir, can you please control your children and ask them to settle down and lower their voices. Some of us here are trying to unwind from a very long day at work.' The father turns to the man and immediately apologizes, 'I'm so sorry sir, we didn't mean to cause any issues. See, we are on are way home from their mothers funeral. This is the first time I've seen them happy in days, so I figured I would let them enjoy this little break from reality.'
We tell this story to make a point. Several can be derived, however I think in this context, it helps illustrate the same point as Lincoln and Carnegie understood.
Overall - great article - I highly suggest the read!
http://www.businessinsider.com/lincolns-strategy-for-handling-setbacks-2014-2
What People Look for in Great Leaders
In Marilyn Hewson's article, she Quote's a Gallup poll which showed the four main attributes people look for in a leader are: stability, trust, compassion and hope. While we could spend hours discussing each of these, Marilyn does a wonderful job delivering the point.
I do want to add my two cents on hope or what she also refers to as "...a vision that motivates." Often times business leaders think they are "running the company". How many times have you heard "I don't have time for 'that', I have a business to run"?
We sometimes forget that our job is to "lead" not "run".
Check this out Marilyn's article below, quick but insightful read.
What People Look for in Great Leaders
Build the perfect team
Great article from Peter Mitchell. Setting clear expectations is key! Peter's Article - Build the perfect team