As leaders, we all too often assume that our people are committed long before they’re ready — and then we wonder why we get the “deer-in-the-headlights” look when we challenge them. Here’s how you can engage your people to higher levels of commitment and avoid this critical disconnect.
It seems intuitive that we should hire the best possible people for every position in our company. But in reality, this happens less often than we may care to believe. Here’s what could be keeping you from hiring the best people, and what to do about it.
Trust nurtures everything from great ideas to standout performance — and you don’t need to schedule a weekend retreat of trust falls to start building it on your team. These tips will get you started — right here, right now.
Strategic bets can drive you and your team closer to your vision. Here are six ways to go after your bets.
As leaders, many of us start our careers with energy and passion — we’re eager to grow our skills and make a difference. But once we reach a certain level of success, there’s a danger that we can lose that drive to dream big. We’re tempted to slow down and protect what we’ve earned. We […]
Our pursuit of happiness has built billion-dollar industries — and not surprisingly, it has also bled into the workplace. While business leaders are busy conjuring up new perks and strategies to keep employees smiling, they’re also chasing their own happiness during the workday. But spending so much time and effort trying to be happy at […]
Coaching your team well is a hallmark of leadership excellence. As a leader, you are responsible for equipping your people to think differently, meet great challenges, and ultimately succeed. However, their success will be a hollow victory if they never take ownership of their own development.
Leadership lessons from Dallas Seavey, 4 time Iditarod Champion.
There are many parallels between leading a dog sled team and managing a workplace team. Jerry Baker shares lessons from Dallas Seavey, 4 time Iditarod winner.
Research shows that people tend to quit their bosses, not their job. According to Gallup polls, managers almost single-handedly make or break employee engagement levels. Oftentimes we think that we have to make big monetary investments to show our employees that we value and appreciate them, but investing in your people in ways that speak to their intrinsic motivation pays bigger dividends.
At some point over the past few years, I realized that great visions aren’t developed, they are discovered. People don’t just come up with a great vision. This is true for individuals as well as teams. I realized that, for the most part, individuals and leaders of groups say they want others to buy in to their vision. After hearing this over and over, it dawned on me that, in many cases, that’s what they get. However, it isn’t necessarily what they want.
The best way to remove a band-aid is to quickly rip it off which produces a sharp, short pain. Then you are done – the memory quickly fading. Slowly removing a band aid in order to minimize the pain never works. It only stretches out the process which is more traumatizing.