I recently had a chance to interview former executive and now author and coach, Jennifer K. Crittenden, about her latest book: What's a Guy to Do? Working With Women, as well as her other excellent books. In this engaging 40-minute interview, Jennifer shares a wealth of great guidance for all of us. Enjoy this latest episode for the Leadership Caffeine podcast.
The absence of quality feedback on the tough performance and business issues is one of the most significant maladies inhibiting performance in our workplace today. Whether it’s boss to employee, vice-versa, or peer to peer, we have to be able to talk openly about individual and group performance and cut through the noise to drive positive change. Our online, on-demand course helps you and your team solve this problem to strengthen performance.
Some individuals are thrust on to a big stage and summon the strength to lead others through perilous times. For the rest of us, we are faced with almost daily opportunities to step-up and lead on the small stage. Some look the other way and others summon the strength from somewhere inside themselves to do the right thing.
In honor of Veteran's Day 2018.
If you’re feeling that tug of “It’s time to do something different,” it pays to spend some time sorting through whether you are best served by a job change or a wholesale career shift. As you might imagine, the two paths are radically different in scale, scope, timing, effort, and risk.
When your usual positive attitude takes a holiday and leaves you alone with your grumpier more cynical self, it’s time for action. And while the idea of turning in your resignation after telling off the higher-ups is a nice fantasy, it’s placing the blame squarely where it doesn’t belong. Instead, try this simple but powerful hack to bring your positive attitude back to life:
Imagine there was a tool at your disposal that would help reinforce in real-time the behaviors of group members that moved the performance numbers in the right direction. Or, a tool that would get people motivated to learn, grow, and leave behind less-than-ideal behaviors in favor of new approaches and continuous improvement. Wouldn’t this be helpful? Well, there is. It’s called performance feedback. And sadly, it’s often missing-in-action, misapplied, or, applied inconsistently, and that’s just leaving money and morale on the table.
We have all become unwitting participants in a massive unregulated social experiment. For a little over a decade, we have forced ourselves to evolve from beings who communicate face-to-face, to beings who spend a significant portion of our work and personal lives communicating virtually. What’s to be done? There is no single cure. Instead, we need to learn a new language of emotion, one that begins to replace the human intent that’s left out of the virtual conversation.
Few of us relish being on the receiving end of constructive feedback. And many of us go out of our way to delay delivery of difficult feedback to colleagues or employees. To top it off, our brain is working against us on much of the processing around feedback. Yet, you can create incredible performance gains for yourself, your coworkers and your firm if you take control of your feedback universe. Here are eight ideas to help you get started:
It's a great vote of confidence when your boss picks you to lead the turnaround of a struggling team or function. You're the management fixer, charged with figuring out what's not working and how to fix it. And while this is a great career opportunity, there are a number of ways you can misfire in this role. This article offers 7 hard won ideas to help you make the best of a team or function turnaround opportunity.
