Here I Am Once Again.
“If you make your bed every morning you will have accomplished the first task of the day. It will give you a small sense of pride, and it will encourage you to do another task and another and another.”
Alexander The Great’s Leadership Styles: What One Can Learn From Them
Partha Bose’s book, Alexander The Great’s Art of Strategy, he described the seven different leadership styles Alexander used to conquer and rule the world before his death at the tender age of 32. Bose cataloged Seven Distinct Leadership Styles, Alexander developed and used to motivate his warriors.Trusting, Inspirational, Connective, Aggressive, Humanistic, Commanding, and Marauding. Perhaps his best was his Connective Style. Before going into battle, Alexander would ride up and down […]
Who Owns The Leadership Development Process?
Who owns the leadership development process for the company? I mean who is the ultimate person responsible for ensuring that you’re recruiting, hiring, and retaining talent for your company. I would not be surprised if some said Human Resources or others said the CEO. Those who selected the CEO are half right. Ensuring the recruitment and retention of key talent is a shared responsibility between the CEO and his board. […]
Invest In Yourself Is an Investment in Your Future
The other day I was going through a bin of books and came across “Life’s Little Instruction Book,” by H. Jackson Brown, Jr. It was a gift given to me by a colleague I worked with several years ago. On the inside cover, she wrote, “Tim not that you need this! I thought you could use this to instruct others.” I had forgotten that I had this book and finding […]
Are We Helping You Have A Fulfilling Life? Can You Answer This?
Well here we are at the final question for consideration; Are we helping you have a fulfilling life? Of the three (Are we helping you be effective in your current job? Are we helping you build a successful career? Are we helping you have a fulfilling life?) this is perhaps the most challenging. Why, for this simple reason, you have to consider what you want out of life and how […]
Why The Question: Are We Helping You Be Effective in Your Current Job? Is Important
In a recent post, I mentioned three questions that a manager should be asking of their employees. As a reminder the questions were: Are we helping you be effective in your current job? Are we helping your build a successful career? Are we helping you have a fulfilling life? Let’s consider the first question, helping you become active in your current job. It may seem obvious why a manager might […]
When Asked: Are we helping you build a successful career? How Will You Respond?
Has your boss asked you the following question, are we helping you build a successful career? Would you be ready with an answer? You should be. Why? It is simple, that question is a good sign that management has noticed you and believe you are a keeper. So they want to know how they can assist you in your growth. If asked, how would you answer? Ideally, you should be […]
Getting Rid of The Performance Review Part 2
In part 1 of a series of on doing away with the performance review, I mentioned the book Get Rid of The Performance Review by Samuel Colbert. Well, Ken Blanchard and Garry Ridge have also addressed this issue with their book entitled; Helping People Win at Work, which like Culbert’s book, presents a more rational way of delivering performance information. You the reader may be wondering why I am bothering […]
The Fallacy of The Performance Review
What follows is a fictional discussion between a manager and one of his star employees regarding his upcoming Performance Appraisal. The manager wants to have a discussion in ten minutes and get the employee (Joe) to just sign off on the PA so he can drop it off at HR. The employee is caught off guard believing a more meaningful discussion would be held so he could provide his […]
Bullies In The Workplace: How To Deal With Them And Move Ahead
Seth Godin had some interesting insights on bullying in the workplace, he described it: “As intentionally using power to cause physical or emotional distress with the purpose of dominating the other person. The bully works to marginalize people. In an organizational setting, the bully chooses not to engage in conversation or discussion, or to use legitimate authority or suasion, and depends instead on pressure in the moment to demean and […]