If your mission is to get work done through and with others across your organization, you need to develop and apply influence. In this article, I share ideas and approaches you can use to engage and succeed in your organization's political environment without compromising your values.
Why is asking for a raise or promotion so difficult and sometimes scary? It is not something you do on a regular basis, and there are many complexities involved. Here are ideas to help you prepare for and succeed with this important ask:
Dan Markovitz, consultant and author of The Conclusion Trap: Four Steps to Better Decisions, joins Art Petty on this episode of the Leadership Caffeine podcast.
Wally Bock and Art Petty connect to talk about their favorite, unknown books on this latest episode of the Leadership and Management Book Talk podcast. In what is never a surprise, they come at the topic from opposite ends of the spectrum.
In this crisis environment, there are only two behaviors that will save your organization: curiosity and listening.
Most of us have a few communication moments in our careers that we would like to either do-over or erase our brains' memories. Here are a few of mine and what I learned that help me grow as a workplace communicator:
Wally Bock and I share thoughts on our favorite leadership and management reads from this year's first quarter on the latest podcast episode.
Whether you’re looking for a job, asking for a promotion, or focused on reinventing your career, you need to be able to articulate and showcase your Professional Value Proposition (PVP). The same goes for situations where you are asking for more, including angling for a promotion or seeking a raise. It turns out, uncovering and articulating your PVP is a challenging exercise. Here are ideas to help:
Art Petty and Wally Bock talk about some of the later books in Jim Collins' Good to Great Series: How the Mighty Fall and Great by Choice. Both of us agree, one is a great business book and highly relevant for our world today.
In this article, I make the case we've been developing and valuing the wrong qualities in our organization's leaders. We need to focus on a new style of leadership—leading for resilience.