The Leadership Caffeine Blog
Ten Lessons from the Feedback Boot Camps
Here are ten lessons that emerged from the great dialog in my two recent Feedback Boot Camp workshops. 1. We all appreciate feedback from trusted sources on what we are doing that is working and what we can strengthen or change to improve our success. In general,...
Ten Lessons from the Feedback Boot Camps
Here are ten lessons that emerged from the great dialog in my two recent Feedback Boot Camp workshops.
Back to School!
One of the things we often lose as busy working adults is that sense of excitement about learning. It’s easy to let years and even decades slip by and focus on everything but our own self-development. Sure, we attend mandated training in our company and possibly even the periodic seminar to earn the Continuing Education Units (CEUs) mandated by our professional certifying organizations. Unfortunately, neither of those formats creates the exhilarating sense of learning and discovery that we may have had at some time earlier in our lives, but lost along the way to becoming responsible adults.
HR Has Yet to Establish Credibility As Weapon in War for Talent
While not quick to throw stones as my own functional counterparts (sales and marketing) have plenty of their own challenges, it is time for HR to stand-up and be counted on as a key enabler of strategy. They can start by helping their firm institutionalize talent identification, recruitment, retention and development.
The Leadership Art (and Importance) of Encouraging Constructive Dissent
This topic goes to the heart of creating an effective feedback culture—one where everyone is comfortable tackling the tough topics and highlighting when the Emperor has no clothes. The discomfort of a team in expressing alternative viewpoints with a leader is one sign that all is not right with the feedback culture. In many cases, some simple behavioral adjustments and appropriate reinforcement on the part of the leader can open the spigot to some great ideas from some smart people. Remember, the contest is in the market for the hearts, minds and dollars of your customers, it’s not in your team meetings to show that you’re the smartest.
We Are All Just Temporary Stewards
From my own perspective, I like the concept of thinking about our tenure as finite. It creates a sense of urgency and it helps focus on priorities. I’ve observed too many corporate managers that lost track of the fact that they are not guaranteed a job or even that their company will be there next week. Once you start acting like you own the bricks and mortar and the chair and desk that you sit at and even the people that work for you, your judgment clouds, your motivation weakens and your intentions become suspect.
Drive Out Fear in Your Organization’s Leadership Approaches
Spend some time to determine whether “fear” is a factor in your organization. If people are in fear for their jobs or living in fear of falling under the wrath of a bully boss, they will not create, innovate or even execute their basic job functions in a quality manner. While today’s corporate bully is not shaking down the other kids for lunch money, he or she is shaking them down and stripping away their self-esteem, their drive and their desire to help the organization succeed. It’s time to hit back.
Strengthen Your Team By Seeking People Who Believe that They Can Grow
Look back on your own recent string of hires and promotions, and if your batting average is lower than you would like it to be, consider Ms. Dweck’s advice: “look for both talent and a growth mind-set in prospective hires—people with a passion for learning who thrive on challenge and change. And remember to open your eyes and look around you for talent in unexpected places. Your greatest future success stories might be closer than they appear.
Do Your Employees Truly Believe That They Can Make A Difference?
The survey of Fortune 500 employees offered an interesting insight into what your employees might really be thinking while you as a leader are delivering yet again, another of your famous “take risks, innovate, create and you are empowered” pep talks. The survey results said that 79% of respondents understood that they were accountable for “taking initiative and bringing about change,”40% of the respondents indicated: “they do not believe that they can make a personal contribution.”
Lousy Customer Service Starts with Sloppy Leadership
While I am fascinated (morbidly so) at the number of people that make their living through customer contact that don’t understand how to contact customers, I am mortified at the sloppy leadership practices and sloppy leaders that allow poor customer service to rule the day. My armchair diagnosis is that these leaders suffer from an unhealthy mix of arrogance, apathy and ignorance. They either don’t give a damn or don’t know. Both are inexcusable.
Leadership Development Carnival #2 at Great Leadership!
Check out the fantastic collection of articles and leadership bloggers at Great Leadership. Thanks to Dan McCarthy for an outstanding job at his outstanding blog. I’ll be off on vacation this week, but Dan is providing you with 41 great articles, so enjoy and I’ll see you next week! -Art