For many who toy with the notion of a new career direction, there are roadblocks and gremlins that often keep them from moving forward. Here are five statements I've encountered in the past few weeks and my thoughts for moving beyond each. (Hint: you'll hear a theme in my guidance.)
Unfortunately, many (read: most) organizations are mired in a broken model for new manager development, emphasizing one-and-done training and avoiding longer-range sustained development that blends coaching, mentoring, cohort collaboration, and even executive sponsorship.As a result, too many new managers are left to flail and, if not fail, at least under-perform, wreaking havoc on performance, engagement, and retention.
The real work of getting performance evaluations starts long before you reach the time to write and discuss them. Nonetheless, you're at the 11th hour. Here are some tips you can use at this late date to help you do your best for your team members.
No topic in my Manager Development Program generates more energy than performance feedback. Everyone knows feedback is essential. Almost everyone admits wanting help with strategies for the difficult (constructive) feedback discussions. Here's a program to help:
In my informal survey of coaching clients, workplace drama is all too prevalent and distracting. Managers are tired of officiating the he said/she said/they didn't/I can't work with... issues that creep up in daily work. They are looking for a solution—something that places responsibility where it belongs. I teach my managers to write the Rules of the Road with their team members to solve this problem.
Join me for a powerful, practical professional development experience on 11/16 from noon to 3 p.m. Central for the latest Feedback Skills Boot Camp. Three hours and an amazing price (because it's a group) to strengthen skills that will serve you for a career.
Our traditional methods for developing leadership talent in our organizations, including check-box training, loose mentoring, and limited access to coaching, need to be changed for a world where all organizations need to field talent able to help align, execute, and renew at the speed of change. We need a different model for leader development.
One of my pleasures as an executive and emerging leader coach comes from the time spent in session with the cohort groups in my various programs. I am inspired by their passion for their work and hunger to learn and exhilarated by some of their perspectives. Here are seven big insights from the recent Manager Development Program cohort:
The world of work is filled with challenging moments, unexpected events, and unanticipated reactions. Learning to lead yourself first is critical for survival and seizing any possibility of success in these stressful moments. Here are three techniques to help:
I'm over-the-top excited to share my new Experts Channel (via YouTube), focusing on sharing the insights, research, and wisdom of the individuals studying and achieving individual, team, and organizational high performance! My goal in this series is to bring people to our community who can help us all think, think differently, and challenge us to strive for success in our careers and for our organizations. Our first three interview guests do all of that and more!
