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The Benefits of Displacement. Forbes Welcome. What's the Optimal Team Size for Workplace Productivity? When Mike Volpe was speaking at INBOUND 2014, one particular slide triggered 80% of his audience to stand up and take pictures.

What's the Optimal Team Size for Workplace Productivity?

It wasn’t the ROI results of a big campaign. It wasn’t his final takeaway from the talk. It was this slide giving a rough breakdown of how to structure an inbound marketing team as you grow. We really want to make the right decision about people on our teams — and specifically, the right number of people. It’s perfectly natural. And for good reason. We want the right team, with the right skills, doing the right work. So we think, there’s gotta be an ideal team size. Commitment Check: A Process for Enhancing Staff Performance. Helping staff members and colleagues enhancing organizational and individual performance is every leader’s responsibility.

Commitment Check: A Process for Enhancing Staff Performance

This responsibility is made easier if your company has developed and published clear position guidelines which include key functions and tasks as well as clear performance standards for each of the positions in your company. These guidelines and standards become the foundation for conducting skillful commitment checks, performance observations, assessments and coaching sessions as well as formal evaluations. Performance Accountability and Commitment  VANDERBILT UNIVERSITY AND MEDICAL CENTER HUMAN RESOURCES POLICIES AND PROCEDURESSUBJECT: PERFORMANCE ACCOUNTABILITY AND COMMITMENTEFFECTIVE DATE: April 16, 2012 | Revised: December 6, 2012 Vanderbilt is committed to providing employees with the reasonable resources needed to be successful in their jobs.

Performance Accountability and Commitment 

Employees must demonstrate commitment to their jobs through at least satisfactory performance. In addition to performing the functions of the job, employees are also expected to demonstrate professional interactions with employees, students, patients and vendors. At times, employees may experience difficulty in meeting the expectations of their positions. Generally, Vanderbilt will provide an opportunity for the employee to make and sustain the necessary improvement. This policy outlines the process for helping employees improve inadequate or inconsistent performance and the steps that should be taken if sufficient improvement does not occur in a timely manner. Step 1 – Coaching.

A Coaching Power Tool created by Nadine Abdel Khalek. A Coaching Power Tool created by Nadine Abdel Khalek(Life Coach, LEBANON) Commitment is the difference between involvement and accountability.

A Coaching Power Tool created by Nadine Abdel Khalek

It is taking responsibility before the fact rather than after the fact. Ten Steps for Creating a Culture of Commitment and Accountability. How to Hold People Accountable without using Authority. How to Hold People Accountable without using Authority If you didn’t have authority, how would you hold people accountable?

How to Hold People Accountable without using Authority

Don’t demand what must be given. Authority as a hammer: Maslow said, “I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail.” Accountability is the nail when a leader’s hammer is authority. Short-sighted leaders rely on authority to overcome resistance. Boyatzis' management competencies. Disciplines > Leadership > Leadership actions > Boyatzis' management competencies.

Boyatzis' management competencies

Leadership. Leadership vs. Management. Disciplines > Leadership > Leadership vs.

Leadership vs. Management

Management Managers have subordinates | Leaders have followers | See also What is the difference between management and leadership? It is a question that has been asked more than once and also answered in different ways. The biggest difference between managers and leaders is the way they motivate the people who work or follow them, and this sets the tone for most other aspects of what they do. Many people, by the way, are both.

How to Develop the Situational Awareness of Jason Bourne. The Leadership Secret Most Leaders Haven’t Mastered. Photo: Amplified Group, Creative Commons I admit it: I’m a bit of a leadership junkie.

The Leadership Secret Most Leaders Haven’t Mastered

I love reading books about leadership, hearing about the newest theories, and studying the techniques of great leaders. My passion also means that whenever there’s a new show on TV about leadership or starting a business, I have to check it out. One of my new favorites is called The Profit, where successful businessman Marcus Lemonis partners with failing businesses to both bail them out and help them up. It resembles Shark Tank slightly, because Lemonis invests large amounts of money into these businesses. It’s not just about the money. Recently, I watched an episode about a used car dealership that was about 7 million dollars in debt. The Hierarchy of Needs for Employee Engagement. Has your company cracked the employee engagement piece yet?

The Hierarchy of Needs for Employee Engagement

Very few companies that I’m aware of seem to be happy with their levels of engagement and are constantly looking for new ways to tackle the issue. Our friends and staff survey specialists at Scancapture have looked at employee engagement from a psychology point of view in the graphic above. Do you remember Abraham Maslow and his hierarchy of needs theory was fully expressed in his 1954 book Motivation and Personality. According to Wikipedia, the hierarchy remains a very popular framework in sociology research, management training and secondary and higher psychology instruction. These 10 Peter Drucker Quotes May Change Your World. Join us in Miami, Chicago or Denver for our Accelerate Your Business event series kicking off in February.

These 10 Peter Drucker Quotes May Change Your World

Discover solutions to optimize team performance, improve company productivity, and position your business for continued success. See dates and details » My first college business professor was a fanatical Peter Drucker devotee. A Better Way to Address Performance Issues. “Will or skill” is an insufficient question when addressing performance issues. This model works okay if it’s truly a “skill” issue because managers know what to do next. They train, coach, or assign a buddy. Don’t Hold People Accountable—Do This Instead. Managers often miss the most important part of performance management conversations by focusing only on results and accountability, says Susan Fowler, author of the new book Why Motivating People Doesn’t Work … and What Does.

In an interview for The Ken Blanchard Companies’ Ignite newsletter Fowler recommends that managers shift their focus from holding people accountable for results to looking at creating the type of environment where people will take on the responsibility for those results themselves. “There is a huge difference between seeing your job as holding people accountable for results versus helping them to be accountable. People want to be accountable.

Entrepreneurial Leadership Can Save Any Business. 6 management styles and when best to use them - The Leaders Tool Kit - Leaders in Heels. 5 Areas Where Leaders Need Improvement. Gaining a leadership position generally means that someone has done something right. He or she has demonstrated the ability to remain graceful under pressure, inspire colleagues and execute plans to move the company forward. But leaders are far from perfect, and like anyone else, many of them need to work on certain things. Avoiding the 10 Most Costly Management Mistakes. Monday, August 18th, 2014.