The Most Overlooked Leadership Skill - Peter Bregman Even before I released the disc, I knew it was a long shot. And, unfortunately, it was a clumsy one too. We were playing Ultimate Frisbee, a game similar to U.S. football, and we were tied 14-14 with a time cap. The next point would win the game. I watched the disc fly over the heads of both teams. Sam was on my team. Sam broke free from the other runners and bolted to the end zone. At the very last moment, he leapt. The field was silent as he slid across the end zone, shrouded in a cloud of dust. Sam’s catch won us the tournament. It also taught me a great lesson: Never underestimate the value of a talented receiver. I was reminded of Sam’s catch recently after broaching a sensitive topic with Alba*, a client. Before I spoke with her, I was hesitant and worried. I entered the conversation awkwardly, apologizing, and offering too much context. Thankfully, though, Alba turned out to be a Sam-level receiver. Alba listened without a trace of annoyance. So how do you become a great receiver? 1.
How to Turn Your Weaknesses Into Strengths Great Managers, Great Leadership; Think of Them as Engagement Maestros A new VP rides into town for the holidays! This past week in New York, as in other cities, there were Christmas parties all over town. In this case, the department got together with drinks, food and holiday festivities. It was a festive occasion with everyone engaged and having a heck of a time. A Gen Y person that I know is not satisfied with her job and works for this company. However, internally she had already been identified as a superstar by all. Ask the right questions The problem is that she wants more work to do and really wants to get involved in more challenging assignments. The VP came along and the two of them have a great discussion. The morning after the party, she walks in oblivious to any of this until one of the managers pulls her aside and gave her the backtalk. The impact of leadership The VP was impressed with the conversation, and more importantly, with the feedback from the managers. And THAT is what manager engagement is all about. Managers control engagement
Lead at your best Five simple exercises can help you recognize, and start to shift, the mind-sets that limit your potential as a leader. When we think of leadership, we often focus on the what: external characteristics, practices, behavior, and actions that exemplary leaders demonstrate as they take on complex and unprecedented challenges. While this line of thinking is a great place to start, we won’t reach our potential as leaders by looking only at what is visible. We need to see what’s underneath to understand how remarkable leaders lead—and that begins with mind-sets. As important as mind-sets are, we often skip ahead to actions. We adopt behavior and expect it to stick through force of will. In this article, we’ll share five simple exercises adapted from our new book, Centered Leadership, that can help you become more aware of your mind-sets. 1. A surprising amount of our time and energy at work is focused on our shortcomings—the gap between 100 percent and what we achieved. As a small child. 2. 3.
7 Ways to Manage Email So It Doesn't Manage You The One Thing Your Team Wants You to Stop Doing - Vineet Nayar by Vineet Nayar | 7:00 AM December 21, 2012 The other day, on the sidelines of a conference, a bright young manager sought my advice. “I’ve tried using different leadership styles, but I can’t seem to dispel my team’s sense of disengagement,” he confessed. “I don’t understand what I’m doing wrong.” “Why don’t you ask your team?” I asked him. The reply surprised him, but there’s no point in complicating leadership. On a hunch, I decided to conduct a flash survey of my social media universe. The number of responses that poured in shocked me. Don’t obfuscate; tell it like it is. No rose-tinted spectacles for today’s employee; they have the pluck to look at their failures and successes and have little patience for circuitous comments. Stop telling me what I know. I could hear my kids’ voices in some of these comments. Don’t stray; walk the talk. Stop playing favorites. Don’t be a boss, be a leader. These aren’t isolated cases.
5 Steps to a Life-Changing Culture of Thanks Sure, your people need to be paid for their labor, but that's not what drives their performance. People want to be appreciated for the good work they do, and they want to know that you both notice and care about their contributions and them as people. How do you do that? By creating a culture of thanks. Keep the following five tips in mind and you won't simply amplify the gratitude, you'll change people's lives. 1. Most people prefer to receive praise publicly, in full view of their peers and co-workers. Keep in mind, however, that some employees prefer to stay out of the spotlight and not be recognized in front of their colleagues. 2. Only reward your employees when you sincerely believe they deserve recognition and it comes from your heart. When praising publicly, focus on the praise and the positive feelings of the moment, and save other departmental news and updates for another time. 3. 4. People are motivated by different things: money, time off, promotion. 5. Like this post?
Millennials Come of Age as America's Most Stressed Generation 10 Things To Do Every Workday