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Former Googler Lets Us In On The Surprising Secret To Being A Good Boss. Kim Scott has built her career around a simple goal: Creating bullshit-free zones where people love their work and working together.

Former Googler Lets Us In On The Surprising Secret To Being A Good Boss

She first tried it at her own software startup. Then, as a long-time director at Google, she studied how the company’s leaders created an environment where the joy that people took in their work felt almost tangible. As a faculty member at Apple University, Scott learned how Apple takes a different path but is equally committed to creating the conditions where people can do the best work of their careers and love doing it. Along the way, she managed a lot of teams in various states of euphoria and panic. The 7 Things Successful People Never Say. Solu Machines - Change Can Happen (with Paleface) GDC Microtalk: Brian Sharp - 'Difficult Conversations With Colleagues' Effective Feedback: The Little Known Secret To Pixar’s Creative Success.

With 15 Academy Awards and an average worldwide gross of over $600 million per film, Pixar might just be the most successful creative enterprise ever—and one of the most profitable.

Effective Feedback: The Little Known Secret To Pixar’s Creative Success

Out of the 14 features the firm has produced, all but one have made the list of top 50 highest grossing animated movies. Yet in his memoir, Creativity, Inc. Getting to Trust and Ownership  I want to start the leadership equivalent of a twelve-step program.

Getting to Trust and Ownership 

At the first meeting, I want to be the first person to stand in front of my peers and announce, "My name is Niel Nickolaisen and I am a micro-manager. " The goal of Micro-managers Anonymous will be to convince myself and others that micro-management is the bane of every organization on the face of the earth and that we, as leaders, need to purge our lives and our organizations of micro-management. Along with this, I want to explain the power that comes from leaders whose primary goal is to create an organizational environment of trust and ownership. The treatment for micro-management is trust and ownership. How Leaders Should React When Someone Disappoints. Can you ignore your weaknesses? It might seem counter-intuitive, but sometimes the best thing to do about a weakness is simply to ignore it.

Can you ignore your weaknesses?

And if we explore the notion of strengths-focused leadership, the reasons for this quickly become apparent. Focus on the Good Practices, Not the Bad Ones — StackStreet. 5 Business Payoffs For Being An Effective Coach. Why Being A Mentor Is Worth The Effort. There is a common phrase in medical education that covers all of the steps of successful learning: "See one, do one, teach one.

Why Being A Mentor Is Worth The Effort

" First, you observe someone else performing a process. Then, you learn to do it yourself. Finally, you pass your knowledge on to others. 4 Management Styles for Giving Feedback. My style for giving feedback is one of positive praise.

4 Management Styles for Giving Feedback

I say things like, “Great walking, Oliver!” And “Thanks for carrying your spoon to the table, Jack!” Dozens of times each day. Positive praise is where you tell children exactly what they’ve done that you are pleased with instead of simply saying, “Well done!” 3 Engagement-Enhancing Conversations Every Manager Should Have. In Three Critical Conversations That Boost Employee Engagement, we described three types of conversations that provide managers with valuable information about how to bring out the best in each employee.

3 Engagement-Enhancing Conversations Every Manager Should Have

But, there are more conversations you need to have: The Expectations Conversation;The Aspirations Conversation; and, The Preferences Conversation. The Expectations Conversation. The Behaviors that Define A-Players. Individual contributors sometimes ask themselves, “What will it take for others to recognize my potential?”

The Behaviors that Define A-Players

The Behaviors that Define A-Players. The industry needs more mentors - Jade Raymond. The game industry spends an awful lot of time building games, but perhaps not enough time building game developers.

The industry needs more mentors - Jade Raymond

That's one thing Ubisoft Toronto head Jade Raymond would like to see changed, she told GamesIndustry International last week at the studio's first UbiGallery competition, where recent art graduates from Ontario schools showcased their work in the hopes of earning a three-month apprenticeship with the developer. The three things you always have. Harnessing the Power of Feedback Loops.

In 2003, officials in Garden Grove, California, a community of 170,000 people wedged amid the suburban sprawl of Orange County, set out to confront a problem that afflicts most every town in America: drivers speeding through school zones.

Harnessing the Power of Feedback Loops

Local authorities had tried many tactics to get people to slow down. They replaced old speed limit signs with bright new ones to remind drivers of the 25-mile-an-hour limit during school hours. Police began ticketing speeding motorists during drop-off and pickup times. But these efforts had only limited success, and speeding cars continued to hit bicyclists and pedestrians in the school zones with depressing regularity. So city engineers decided to take another approach. Onboarding and Mentoring: how to create a monster (contributor) Onboarding and Mentoring: or how to refine raw talent into a loyal professional and a monster contributor.

It’s happened to all of us. At some point in our career, we’ve started a new job, excited about the seemingly boundless possibilities, maybe eager to get a fresh start. Your Employees Want the Negative Feedback You Hate to Give - Jack Zenger , and Joseph Folkman. By Jack Zenger and Joseph Folkman | 1:00 PM January 15, 2014 Would you rather hear positive feedback about your performance or suggestions for improvement? Life, Liberty, and the Pursuit of Agility » Blog Archive » My First Job Spoiled Me. This is a little story about how I learned the right way to manage people My First Job: Age 13 or 14. Boss Labels Employee "Under-Achiever" For This... Why positive encouragement works better than criticism, according to science. 6.2K Flares 6.2K Flares ×