How do you develop the level of trust in your employees that’s required to inspire productivity and empowerment? I believe it starts with self-awareness.
If your organization suffers from low productivity, don’t automatically blame your employees; take a look at yourself first.
If you don’t trust your people to do their jobs well, ask why. Did you make poor choices when you hired them? Are you still learning how to maximize their skills and abilities? Read more…
The New York Times published an article about yet another successful, high profile sports coach who has been caught lying about his credentials.
Times writer Juliet Macur interviewed Manhattan College men’s basketball Coach Steve Masiello a few days prior to the revelation that he had lied about having a college degree. He got caught, as others have, with a background check as he started a new job.
During the interview, Masiello preached accountability and described how he had learned the importance of accountability from an early mentor.
So my question is, “what, really, is accountability,” and “to whom is one accountable?” Read more…
“I do not have time for LinkedIn or any of that, but I DO make time for my pedicures. Super serious HR lady at #gbrshrm.”
This was one that I saw posted last when someone was asking what HR could do that would create more employee engagement. The big answer: “company picnic.”
Robin Schooling’s posted the comment the other day concerning an HR person who told her that she does not have time for LinkedIn and other stuff, but she makes time for pedicures. Both these Facebook comments give insight into the mess that HR finds itself in today. Read more…
In my most recent post on Compensation Café, I referenced a quote from Don Knauss, CEO of Clorox, about the “head” part of leadership.
In Don’s terms, the “head” is focused on, well, focus – how you communicate to and reinforce for employees the tightly focused priorities need for organizational success.
Today, I’m digging deeper into the same interview with Don Knauss to look at the “heart” part of leadership. Read more…
Behind every great leader, at the base of every great tale of success, you’ll find an indispensable circle of trusted advisors, mentors, and colleagues.
These groups come in all forms and sizes and can be found at every level and in nearly all spheres of professional life, and what they all have in common is a unique connection with each other defined as lifeline relationships.
These relationships are, quite literally, why some people succeed far more than others, says Keith Ferrazzi, the author of Who’s Got Your Back: The Breakthrough Program to Build Deep, Trusting Relationships That Create Success — And Won’t Let You Fail. Read more…
Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday
Companies everywhere are looking at how to drive up engagement scores and results. Yet, research tells us that the most significant factor in engagement is the relationship employees have with their direct manager, and if someone cares about them and their career.
We know that engagement takes more than a corporate program and free yoga classes at lunch. So, what can you do about it?
Here are a few reminders of simple actions you can take as a manager or team leader that make a difference. Read more…
Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Following on my recent post about why company culture is important (from the viewpoint of two experts), today I’m sharing why company values are important, from the viewpoint of two CEOs.
Lesson 1: Developing Values is a shared exercise
From Ken Rees, president and chief executive of Think Finance (in the New York Times Corner Office column): Read more…
You know what your organization wants from you?
It’s not to be great. Or to be an “A” player. Or high energy. Or Top 10 percent.
It’s also not to just show up.
The only thing you really need to do is to be consistent. Not consistently great or consistently sucky. Just come in and meet expectations. Every day. Every week. Every year.
Consistent. We can count on Tim, he’s consistent. Read more…
“If you want to increase your success rate, double your failure rate.” – Thomas Watson Jr., former CEO of IBM
As children, we are naturally inquisitive, curious, eager and willing to try new things.
When they don’t work out we are quick to move on and try something else. We don’t waste time or emotions worrying about what didn’t work, we simply move on to trying something else.
Then something terrible happens. We learn that failure is unacceptable and are admonished, shamed and ridiculed for it. Read more…
An argument for the “end of HR” has been made from time to time.
Heck, just a few months ago we read a scathing takedown of the classic HR model by Bernard Marr, which he titled Why We No Longer Need HR Departments. He led off by saying:
Nothing matters more to companies than the people who work there. Companies are nothing without the right people! And I am sure that not one, single individual wants to be referred to as a ‘human resource’.” Read more…