If your folks are making their numbers and completing projects on time, you might think your leadership strategy should go on auto pilot. That would be a mistake, says Bruce Court.
Tag: goal setting
Developing leaders in an organization is vital to its success. But identifying potential leaders is not always easy. Looks can sometimes be deceiving.
If you are blessed with outstanding employees on your team, you probably also have a few C employees. I’m not talking C-suite material. Here, I’m focusing on the employees who never quite seem to get the job done.
Being a good role model and acknowledging success builds employee trust and loyalty. But, the constant positive feedback won’t do much for employees who need to focus on specific aspects of personal style if they want to get ahead.
Brian Tracy was hell-bent on doubling LTDS attendees’ incomes in 2018. It’s clear he gets fired up about motivating entrepreneurs and leaders. After decades of researching and presenting productivity practices, the best-selling author still passionately wants others to succeed. At 74, he managed to put us all in our places for 90 minutes while we ate him up – and his zeal – with spoons.
You’ve got strengths and weaknesses – things you like working on and things you’d like to never have to do again. If one of the tasks you find yourself avoiding is talking with your team members, you’ll have to address this problem.
Collaboration. The practice is celebrated. The practice is credited with the development of exciting new products. And, collaboration is criticized for chewing up the time of key contributors.
As we near the end of 2017, is your organization thinking about enhancing its learning and development programs to better prepare new managers for their roles? If your company is like most, the commitment to talent development is huge.
Leaders know they are ultimately responsible for decisions made by people in their organizations. But no leader should be involved in every decision that must be made.
Do your team members feel like they’re drowning under the weight of the workload that keeps getting tossed their way? In high-stress situations, your people can start to burn out.
Have you detected trouble on your team lately? Are people arguing instead of focusing on work? The root of the problem may be that your people are operating in an information vacuum.
Are too many of your employees locked into the mindset that equates promotion with career advancement? If you don’t manage these expectations properly, you’ll disappoint your employees and create organizational dysfunction.