Leadership

Confessions Of A Recovering Micromanager

 

Why do we micromanage? It may not always be intentional, but for some of us, it just seems to happen.

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What Candyland Can Teach You About Leadership

Do you remember Candyland? You know, the board game with the colorful slides and lollipops. Many of us played it as kids…but have you ever played it as an adult with a toddler? Typically, they start the game off really strong, making sure they are counting the colors on the cards, paying attention to where they are at on the board, and working really hard on not cheating.

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The Value of Discipline

When you think of the word “discipline,” what comes to mind? Do you get a picture of correcting employee behavior? “Adam did something wrong and I need to discipline him.” Maybe you get a vision of a tedious, non-motivating, static environment opposed to change and to be avoided if given an option. “You can’t even breathe in that department. Anything you do that is outside of their discipline is a cause for a personnel action.”

Somehow along the way, discipline has become more closely aligned with punishment or oppression than the original definition (which was to teach or instruct). The fact is that discipline can be a good thing…

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Do You Have Business Growing Pains?

If you’re a business owner or executive, you’re probably working hard to grow your business. And sometimes that means sleepless nights; long days. It can be hard not to think about business. And as the business grows, things change. Or at least they probably should. When we try to keep doing what we’ve always done, we soon realize that it won’t work. Now we have growing pains.

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Shake It Up…

Disrupting the Org Chart

During a recent conversation with the leaders of a company, we asked them to imagine that their department was not a part of the overall company, but a stand-alone business having to provide value to its customers and make money to continue. Then we asked the question, “How would you organize the company related to positions, roles, and responsibilities? And how would you measure effectiveness?” This is what we call disrupting the org chart.

Some leaders had to be reminded that every minute someone is working costs money. They then considered how to measure productivity in areas that are service related. They recognized that their employees tend to come to work and most are busy. But they’re not necessarily busy with things that are high payoff or things that move the needle related to value and time. They came in to do their job.

They also recognized that they were not asking their (internal) customers what was needed from them as a department. They simply were doing their job and finding ways to make their job easier; not really considering how it affected others. There was no system in place to continually assess needs and effectiveness as things changed for their customers.

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EQ: Necessary Emotions for a Leader

While most people recognize that a leader’s mood has a major impact on their team and others, we’re just now beginning to focus our attention on ways to improve. The research in the field of emotion has revealed insight into not only how to measure the impact of a leader’s emotions, but also how the best leaders have found effective ways to understand and improve the way they handle their own and other people’s emotions.

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Where is your business headed?

Business owners and executives across the country struggle to answer this question. Most make some comment that they are moving forward and growing. Others say they think everyone in the company knows where they are going. Yet when asked, employees respond by saying, “Wherever the company tells me we’re going.”

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Rapidity

[Ra•pid•i•ty]: noun
The quality of moving or reacting with great speed.

Is your company prepared?

We know that organizations have always needed people who are good at leading. Though we often hire and promote people who have been good managers and adequate leaders, it is now essential to find great leaders. The future of our organizations need leaders who will prepare us for the future.

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Who is responsible for your career development?

There are all kinds of studies that show the main reasons people leave their jobs. One of the top reasons in almost every study is for lack of career development. So as an employee, you might ask yourself, “Who is responsible for my career development?”

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True Leadership: Be the Example

Our country has gone through some of the most trying times we’ve seen in years. Hurricanes Harvey and Irma mark the first time two Atlantic Category 4s have made U.S. landfall in the same year. Together, Harvey and Irma are estimated to have caused between $150 billion and $200 billion in damages, which is more than the $160 billion that Katrina caused. Between the loss of lives, the major flooding, and an unknown number of people affected by these storms, we can easily call this a catastrophe.

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