by Art Petty | Oct 11, 2018 | Art of Managing, Career, Just One Thing, Leadership
We all have a tipping point where the volume of work in front of us moves from formidable to seemingly impossible. Formidable can be motivating. However, once the scales tip toward the seemingly impossible side for any significant duration, motivation and attitude fly...
by Art Petty | Sep 19, 2018 | Art of Managing, Career, Challenging Conversations, Emerging Leaders, Leadership, Leadership Caffeine
The Situation: The door opened, and Beth’s manager ushered her into a crowded room of senior managers gathered around the executive conference table. It was quiet, and she broke the silence with an enthusiastic “Good morning!” There was a chorus of responses and...
by Art Petty | Sep 17, 2018 | Art of Managing, Career, Emerging Leaders, First Time Manager Series, Leadership
During college, I worked a variety of manual labor jobs inside factories to earn much-needed money for the upcoming school year. For one of the more physically demanding jobs, the foreman could regularly be heard shouting at the workers “Put your back into...
by Art Petty | Aug 19, 2018 | Art of Managing, Challenging Conversations, Leadership, Leadership Caffeine, Leading Change
Good managers work hard at pushing fear out of the workplace. Yet, even in the healthiest of organizations, fear’s close cousin, anxiety, worms its way into our consciousness and governs how we process and react to the idea of change and each other. Skilled change...
by Art Petty | Aug 13, 2018 | Art of Managing, High Performance Management Teams, Leadership, Leading Change, Management Innovation, Strategy
In a world where standing still is akin to moving backward at the speed of change, I often encounter management teams operating in a state of denial about the world unfolding in front of them. They get caught up in supporting dated strategies while preoccupying on the...
by Art Petty | Jun 22, 2018 | Art of Managing, Challenging Conversations, Leadership, Leadership Caffeine
When feedback is not specific and behavioral, it’s not actionable. Heck, it’s not even comprehensible. Give vague, constructive feedback to a conscientious person and expect them to take an emotional nosedive striving and struggling to figure out what they are doing...
