Articles tagged 'Management'

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…

HR Insights, HR Management

First Rule of Management: Everyone Doesn’t Have to Know Everything

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In an article from Psychology Today titled, Help — My Boss Is Incompetent!, Beverly D. Flaxington writes:

“They [incompetent managers] may not know which information to impart, which to hold back, and which to hold as confidential.”

I couldn’t agree more.

Upon reading Flaxington’s observations, what immediately came to my mind was all the managers from my past without the good sense to keep some nonsense to themselves instead of passing it on as worthwhile news. Read more…

HR Insights, HR Management

Do You Really Need to Write an HR Policy For THAT?

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My husband calls them “blond moments” when he shows me a cartoon and I don’t get it.

I’m also a bit gullible when I read spoofs and satires. No, thank you – I don’t need oceanfront property in Arizona.

Today he sent an article from The Onion which I got right away. Yes, I know The Onion is a satirical publication; I learned that when I took him a story I thought was true, and he chuckled for about an hour.

I actually did a double take on the one he sent today – HR Director Reminds Employees That Any Crying Done At Office Must Be Work-Related. Oh my, I hope not. Oh, I get it – it’s a spoof! LOL. Read more…

Talent Management

Is Employee Engagement Really As Bad As the Surveys Say It Is?

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Why is it that every other article I read on employee engagement begins by quoting alarming figures on the state of the global workforce?

They all seem to be variation on a theme, something along the lines of:

Less than 15 percent of employees across the globe are engaged in their work. The vast majority of employees are psychologically absent from their workplace, and are unlikely to be making a positive contribution.” 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…

HR Management, Talent Management

The Challenge of Dealing with Difficult People and Difficult Conversations

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Often when working with groups or coaching individuals on how to engage people in constructive conversations around difficult issues, I’ll have someone say “Why do I have to be the one to do all the work? They’re the ones with the problem.”

They then go on to explain how the other person is the one who A) behaved badly; B) isn’t doing their job; C) acted inappropriately.

They bristle at the suggestion that THEY do the work to “get their head and heart right” before the conversation, as I recommend. I’ve found over the years, from both personal and professional experience, that the time spent getting into a more productive emotional state and a wiser, more thoughtful mental state before the conversation is time well spent. 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

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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…