Wednesday, March 27, 2013

You Can’t Solve Today’s Problems With Yesterday’s Solutions

 Twenty-first century leaders might benefit from thinking of themselves as being in the center of a web rather than on top of a pyramid” — Dr. Ben Dattner.
When I read that statement over at Smart Brief as their quote of the day, I was pleasantly surprised to see my good friend Dr. Dattner being quoted.
He is a nationally known organizational psychologist that I have worked with numerous times over the years. His recent book, The Blame Game, is centered around two words that causes so much angst in an organization: the dynamics of credit and blame that is percolating 24/7.
Today’s problems, yesterday’s solutions

Saturday, March 23, 2013

4 Steps to Career Success and Fulfilling That Longtime Dream

 When did you know?
When I caught that pass and realized that I was about to score a touchdown, that is when I knew. I have replayed this scenario numerous times since the time I was a kid playing in my front yard. Now I am in the Super Bowl and it is happening”
Hall of Fame pro football player was recounting his childhood dream and how it all came true.
What were your childhood dreams?

Thursday, March 14, 2013

The Most Important Organizational Dynamic? It’s the Art of Managing Up

 “No, I just know how to kiss ass.” 
My immediate reaction was simple: What?
The answer was in response to a question I asked someone about how she was getting along with her manager.
This person had a rough relationship with her manager initially. They seemed to always be butting heads on the smallest of issues. Most of time, she did not feel she could connect.
The most important organizational dynamic

Sunday, March 10, 2013

The Power of Frequent Feedback: It’s a Key to Driving Better Productivity

 “Listen, I want you to take the lead in LA on the next project. You are doing an amazing job and deserve it. You continue to impress me. Keep up the great work!”
If you got this note from your boss, would you be pumped?
Well, the recipient of that note was. She shared that with me and was very excited. A written note sharing some feedback — how powerful is that?
What’s a cheap, fast, and easy way to stoke employee productivity and interest? Just tell them how they’re doing and provide some feedback. It took just a few seconds to send that note over, but the employee’s ROI was through the roof.

What is this thing called leadership?