Leadership

Giving Feedback: Say What You Mean!

Think of all the words in the English language that can be used in different ways. Then add all the new “slang” words that keep popping up. And don’t get us started with social abbreviations and emojis. LOL! 😊 Giving feedback isn’t as simple as it used to be. What means something to you may mean something completely different to another. It’s time to get back to the basics. People, from Boomers to Gen Xers, use so many words incorrectly that our culture and the way we communicate can be challenging to understand. And speaker and comedian, Jill Shargaa, believes that we’re taking the meaning out of some very powerful words.

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Resilience: How People Are Different From Rubber Bands

4 Minute Read

Words like resiliency are often interchanged with words like flexibility or adaptability. When you think of what resiliency means, most of you probably go to something along the lines of “the ability to bounce back.” Things that are resilient return to their original shape after change, and keep their integrity.

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Inspiring Creativity: Why Adults Can Be Kids, Too

Raise your hand if you’re tired of adulting! 🙋‍♀️ 🙋‍♂️ You know what we’re talking about. All the mundane things adults must do on a day-to-day basis: working, managing staff members, taking care of the kids, keeping the house clean, running errands, etc. At some point in our lives, we “grew up.” We stopped inspiring creativity. And every once in a while when we find ourselves stressed to the max, we think back to when we were kids and remember how much easier life was.

But why did we have to grow up? At what point did we decide that playing games and having fun (like kids do) was no longer important, no longer appropriate? When did we decide that it was weird to go see a new Disney movie without kids? Why did we decide that adults can’t own kids toys? What made us think that it was no longer important to use our imaginations?

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You Started Strong. Don’t Let Up.

2 Minute Read

We’re all about six weeks into this pandemic. Some a little longer, some a little less. What uprooted and affected our entire world has now become what we consider normal…for now. In the beginning, when people started working virtually or rotating their shifts at work, we all tended to be more intentional about connecting with our teams. Having daily huddles, weekly (or more frequent) team meetings, happy hours, and individual check-ins. But now that some time has passed, are we really still being as intentional as we were before?

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It’s A Time Of Opportunity For Your Business

2 Minute Read

For years, as we’ve guided leaders through the strategic planning process, we’ve challenged people to not just do more of the same, but to challenge assumptions of their business, their customers, and their beliefs on the way things are or should be. To find ways to try new approaches, or try doing the same things in a different way. Instead of waiting for their industry or business to be disrupted, they disrupt. Regardless of the circumstances, this is something that is very hard for most organizational leaders to do.

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Too Little Too Late…

3 Minute Read

Recently, a client had a key employee resign unexpectedly, and they were left scratching their heads wondering what went wrong. They had big plans for this employee in the future.  In fact, they had discussed this during many of our leadership team group sessions.  When the employee put in his resignation, it felt a bit like a punch in the gut. The leadership team felt that they had invested so much time into this employee. They asked us to conduct an exit interview in hopes of learning from the situation, so they don’t repeat the same mistakes.

During the exit interview, the employee reported that he felt like he had plateaued in his current role. And he wasn’t sure what career path the company had in mind for him. It made our hearts sink a little because we heard the leaders of the organization discuss the plans for his future. But they quickly discovered that they never clearly laid out that plan to the most important person: THE EMPLOYEE!

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How To Create A Succession Plan

Updated March 2020
4 Minute Read

We have a critical question for you: Do you have someone to replace key employees if they suddenly left? Many companies have good intentions of developing people for key roles, but aren’t ready if a key employee left tomorrow. That creates a big problem.

When we have discussions with our partners, we’re often asked that magical question: How do we create a succession plan? And how do we do it effectively?

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4 Easy Ways to Develop Bench Strength

5 Minute Read

If you’re a business leader, it’s safe to believe that you understand the need for, and the benefits of, succession planning. So, for the purpose of this article, we won’t spend much time addressing them. What we will highlight, however, are a few ingredients that are necessary in order to develop bench strength for your key employees. In sports, the definition of bench strength is “the quality and number of players available to substitute during the game”. In business, there’s a bit more focus on the quality piece; but really, the concept is the same. The purpose is to have people ready to step into a different role when a leadership or key position becomes available or when a new role is needed.

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Leading with Compassion: A Requirement of Leaders Today

4 Minute Read

The word compassion holds many meanings, and it’s hard to define. Here’s what we know. Compassion consists of three main elements: recognizing or noticing when others are struggling, understanding and feeling for the person that is struggling, and responding or having the motivation to act and help relieve the struggle. Compassion takes empathy one step further with that final element: having the motivation to act.

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Executives are the Reason Development Efforts Fail

5 Minute Read

This might be a touchy subject. But we have to say it. You are the reason your people aren’t learning, growing, and fully engaging.

Picture this all-too-familiar scenario. An employee is struggling to get things done. He’s missing deadlines and always seems rushed or stressed, especially if you ask him to do anything extra. His manager notices these behaviors and immediately diagnoses the problem. He picks up the phone. “Um, yes, HR Person, John needs time management training. What can we offer?”

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