Overall, being able to give exceptional feedback is a critical aspect of any leadership or management role. Effective feedback is non-defensive, objective, and timely. It can help individuals grow as a person and become more self-aware and self-motivated. It helps individuals improve their habits, performance, and actions.
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The Benefits of Being A Resilient Leader
Resiliency, or “bounce back ability,” is the ability to keep on persevering when others quit. To “get up and brush yourself off” even when knocked down is something everyone can learn to get better at to achieve the objectives that are truly important to them.
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Action Items for the New Year’s Resolution “Win”
The most popular excuse for missing resolutions is, “I don’t have time.” However, there is a difference in spending time being busy, and spending time being effective.
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Overcome Your “Enemy of Focus” for Improved Performance
I was having lunch the other day with a friend, and we were discussing people who seem to lose their […]
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The “Tells” of Leadership Success
Just like a master poker player who looks for the tells of his competitor, the effective leader uses behavior, performance and data “tells” to tip him/her off to the chances of success.
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Evaluating Leadership Training for Results
One of the challenges in evaluating training is how organizations go about measuring and communicating the value of it. Most organizations review how participants have reacted to the training. Employees talk about what they liked or didn’t like about the event itself. In today’s competitive world, that just isn’t good enough.
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Whole Systems Approach to Leadership
We believe that people are complex systems comprised of characteristics and traits that are connected and interdependent. The idea of considering interconnectedness or “whole systems” applies to individual management development as well as to leadership development for organizations.
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What is Micromanaging?
. Most managers would probably prefer to be called anything rather than a “micromanager”. What we see more often than micromanagers are leaders who abdicate essential management responsibilities for fear of being perceived as micromanaging.
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