4 More Things to Do to Be a Better Leader
Whether you’re an experienced leader, an emerging leader, or a developer of leaders, you’re always looking for ways to help employees do better and feel better at work. Last week’s post covered four priority areas... Continue reading
4 Things to Do to Be a Better Leader
A number of readers have written to ask how they can make real progress in those areas of leadership where they don’t feel strong enough, particularly if they don’t have personal access to a consultant,... Continue reading
It’s Risky If Your Managers are Trying to Be Heroes
From time to time, every organization has to face tough challenges. They can be market-imposed, like a new regulation that changes the way you need to operate; self-imposed, like a fixed ship date for a... Continue reading
How to Help a New Team Leader Be Successful
What does it take to succeed as a new team leader, particularly in an environment where not every requirement or metric is clearly laid out? This question comes up over and over, and I’ve been... Continue reading
This Is How Service Efficiency Wins Out Over Customer Comfort
Efficiency and comfort can sometimes be at odds. This divergence is often exacerbated by new technology, particularly in the service industry. Combine the drive for efficiency with technology and customers’ feelings about service providers --... Continue reading
Four Markers of the Safe and Trusted Leader
When employees are not shut down or demotivated by fear, they’re able to absorb input and recommendations, learn and grow, and stretch to meet larger goals and aims. How can leaders create safety and trusting... Continue reading
How Your Lack of Feedback Can Damage Your Team
Many managers avoid giving critical feedback to subordinates or peers, and steer clear of criticizing their own managers. Despite the tremendous business relevance of candid feedback and the frequent requirement to provide it, any kind... Continue reading
If You Want a Productive Culture, Focus on the People and What They Do
Leading and developing an organizational culture really means leading and developing the people within it. Culture doesn’t change according to your directives while you’re sitting comfortably in your corner office. It’s not enough to espouse... Continue reading