We’ve all been there. Things sometimes just aren’t going as you hoped. You know business could be better. You know your team could be performing better. As you see it, others are doing things in an illogical way or maybe they just don’t get it. This can be frustrating and not very motivating. So what can you do about it?Read More›
Today more than ever, employers want employees to own what is expected of them. That means acknowledging responsibility for their outcomes. And in return, employees expect their employers to demonstrate ethics and integrity in their actions. When both parties agree to accept these goals, the result becomes a culture of Personal Accountability.Read More›
We’ve all been busy…really busy. And many times we get so caught up in saving a minute here, or an hour there, that we lose many of the qualities that make life worth living — particularly the quality and joy that others can bring to our lives.
Success in business or in your personal life can become meaningless if there is no one available to share the fruits of that success. Therefore, setting aside time for building relationships with others is very important.Read More›
Stop and think… do you have someone to replace key employees if they suddenly left? A lot of companies don’t. When we have discussions with our partners, we’re often asked that magical question: How do we create a succession plan?
Finding the right person to fill key roles is one of the greatest challenges of leaders. Please take note: a replacement plan is not the same as succession planning. It takes time to develop people; giving them experience and strong mentoring.
Succession planning – the act of identifying and developing candidates for key positions within your company – is vitally important responsibility of every manager, leader, and board member. The crazy truth is that leaders know this, and it may even keep them up at night, but very few do much about it. Is it for lack of time? Is it because they have higher priorities? Or is it because they don’t really know how to create a succession plan?Read More›
Ah, another new year is upon us…a time of re-newal, re-juvenation and oh yeah, re-solution. Why is it that people feel compelled to make life changing pronouncements at this juncture? Studies show that fewer than 10% of New Year’s resolutions are ever kept. What, then, can increase the percentage rate of success? Here are a few quick tips that may improve your chances of achieving your objective:Read More›
It’s that time of year. People are going on vacations, taking time off, or leaving for the holidays. Whether you’re one that’s taking some time off, or sticking to the grind during the holidays, here are a few ways you can make the most of your break:Read More›
Supervisors play a key role in any organization, creating a link between organizational goals and front-line employees. They have a dramatic impact on employee performance and behavior…especially motivation. Supervisors are agents of their organizations and have corresponding power and accountability.
The job of a supervisor (as we would define it) is to get work done through other people. And in order to be effective, they must understand how to create an environment that motivates people to be successful. They must understand how their environment rewards or punishes employee behavior.
There are two main reasons people behave the way they do.
- They do things because there is something in the environment rewarding their actions.
- They do things to avoid something that they don’t like.