Too often, our approach to professional development and growth comes in the form of big, broad solutions and approaches. While these approaches sound appealing, they often don't address the core behaviors essential for improving performance. Instead, learn to thin-slice your professional development for effective behavior change. It helps to recruit a Swim Buddy along the way.
Perhaps the single most valuable piece of career advice I ever received happened early in my career. I'm not certain I understood the importance of this advice at the time, but it stuck with me. The advice is:
In workshops and live settings, I’ve been asked numerous times about my biggest mistakes as a manager. I’ve made a fair number of them over three decades of leading and managing (and I regularly share these via my cases and articles), however, my Achilles Heel earlier in my career was my propensity to invest an [...]
“Research suggests that the human mind has a propensity to pay greater attention to and process the bad compared to the good, a phenomenon often called the negativity bias. Bad feedback has greater impact; bad impressions are quicker to form; bad information is processed more thoroughly...and negative stereotypes are easier to form.” From Dr. Amit [...]
Almost every manager can relate to having to navigate a toxic employee situation. If managed improperly (or ignored), it can actually make you ill. This article offers some guidance on dealing fairly and firmly with this situation.
Cultivating the skills and confidence to navigate constructive (negative) and positive feedback discussions is a game changer for any manager. Unfortunately, most first-time managers have received little to no training for this important performance tool. The good news is that armed with an understanding of the building blocks of effective feedback discussions and ample practice, you can learn to master this important management skill.
What costs are your own leadership tics and aberrant behaviors imposing on your teams, your firm and on your career? While you've been successful, how much success have you left on the table along the way?
It’s impossible to lead effectively if you don’t have an open line of communication with your team members. Here are six ideas to help your team members open up to you:
What I really wanted to call this post was, “Quit Acting Like a Hyper-Rooster.” It’s much more visual, and after all, does anyone really want to look or act like a hyper-rooster? Yet, that’s exactly what too many managers act and look like, as they simultaneously strut and flit around the office or plant, moving from activity to activity, focusing on everything and nothing and making their colleagues dizzy and disoriented in the process.
Almost every person who’s ever held a managerial position has spent time walking on eggshells around a deliberately difficult employee to avoid inciting a confrontation. I describe these individuals as “Boss Bullies.” They’re particularly fond of first-time managers because their tactics tend to work on the new managers for a period of time. Here are 6 ideas to help you navigate this sticky situation:
