Articles tagged 'Leadership'

Leadership, Talent Management

Bill Belichick’s Super Bowl-Winning Philosophy: Just Do Your Job

BillBelichick

The New England Patriots defeated the Indianapolis Colts in the AFC Championship game last weekend, earning them a trip to the Super Bowl  this Sunday against the Seattle Seahawks.

Super Bowl XLIX (that’s 49 for non-Romans) will mark a major milestone in a historic journey by the Patriots team and their head coach, Bill Belichick.

Belichick stands to become the first head coach ever to appear in six (6) Super Bowls, and with a victory over Seattle, can become the only coach to ever win four (4) of them.

In addition, New England Quarterback Tom Brady will be making his record-breaking sixth start in a Super Bowl, and if he wins, he will join the elite ranks of NFL legends Terry Bradshaw and Joe Montana with four victories in pro football’s biggest game. Read more…

Leadership, Talent Management

10 Ways to Get Employees to Step Up and REALLY Own Their Job

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Every employee who works for you will eventually arrive at a crucial intersection, if they haven’t already.

At that point, you hope they turn right and buy-in to your leadership and the vision and values of your company. Turning that direction means that they see a future for themselves with your organization so they’ll invest themselves fully and go all-in.

Unfortunately, some will turn left and quit on you without actually quitting. They’ll take on the “me against the machine” mindset and begin looking for shortcuts and ways they can do just the MDR (Minimum Daily Requirement) that it takes to fly below the radar and avoid getting called out or fired. Read more…

HR Insights, HR Management

The Things You Need to Do to Be Happy and Successful at HR

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I spend a lot of time talking about what makes HR professionals fail, but I have strong opinions on the key attributes that make human resources leaders successful.

Here are four (4):

1. Great HR leaders are dependable and reliable

Everybody wants innovative and disruptive until you actually give them innovative and disruptive. Then they want steady and trustworthy. Read more…

HR Insights

Want a Smooth Running Organization? Then Stay in Your Lane

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I think there are two types of people in the world:

  1. People who stay in their lane;
  2. People who don’t stay in their lane.

The first group, lane stayers, are the type of people who follow a natural life path. Basically, these are the people who don’t push the natural evolution of their lives — I started at this company. I worked my job. In a certain time I’ll get promoted. There is a sequence of life that I’ll follow, and for the most part, things will work out. Read more…

Culture, Talent Management

A New Way to Work: When Your Office Space Reflects Your Core Values

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As I left a recent presentation at one of our clients, I noticed the design of the hallway leading into the area. My comment was “wow.”

It stopped me in my tracks. The walls were adorned with a blow up of their core values. The other side of the wall were positive thoughts from famous people. I called it a Hallway of Positivity.

With all the talk about culture in organizations today, it makes me proud when I see organizations go all out in trying to create this atmosphere. I sure there are some that will say something like, “yes, but do they live it?Read more…

Culture

The Quickest Way to Find What Is Really Valued – And How to Change It

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Most leaders can describe the values of their organization, but fewer are successful at “walking that talk.”

In fact, as communication increases about an organization’s values, there’s a greater risk that employees and customers will become cynical.

Why? Because the gap between the “walk” and “talk” is always more visible than we think. As anyone involved in a culture change process will know, it takes time and effort to align these two. Read more…

Global HR, Leadership

Developing Global Leaders: It’s Happening, But Not Quickly Enough

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The Institute for Corporate Productivity (i4cp) recently released its fifth iteration of their GLD (Global Leadership Development) study.

The report, Global Leadership Development: Preparing Leaders for a Globalized Market, examines opportunities and challenges for organizations working to develop “global leaders,” or leaders who have global expertise and can perform in an international environment.

With factors like technology making the workforce increasingly global, this is an area of leadership development that organizations should consider adding to their focus. As i4cp discusses in the report,

The purposeful development of global competencies and capabilities among leaders is essential to organizational effectiveness and competitive edge.” Read more…

Leadership

6 Leadership Practices That Every Leader Should Follow

Leadership7

Leaders think strategically, understand the critical link between focus and clarity, and appreciate the value of time.

So, fewer and fewer are inclined to let others waste their time. Brevity has become a basic communication skill for professionals. Read more…

HR Insights, Talent Management

The Time is Right: Millennial Achievers to Need Step Up and Lead

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I’ve been writing and speaking about Millennials since they first made their way into the workplace as teenagers in 1998.

Since then, I’ve interacted with thousands of mature business owners and leaders who’ve confessed their struggles and frustrations in managing this enigmatic generation.

Today, more than half of all Millennials (born 1980-2000) are 25 and older, and the part-time teen workers of 1998 are now 35 years-old. They hate being lumped into a generational heap that’s been branded and widely criticized for being inherently lazy and entitled.

This is especially true for those overachieving Millennials, who are anything but lazy and entitled. Read more…

Leadership, Talent Management

How Do You Get People to Work Harder? Just Turn Them Loose

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Here’s a fundamental question: How do you get people to work?

Answering fundamentally, you form a contract with them consisting of a set amount of compensation and benefits in return for an equally set amount of work.

Less fundamental and more important (or at least more interesting) is this question – How do you get people to work harder on what matters most to you? Read more…