As we approach what is typically “performance review season” many high performers are faced with two seemingly competing inner voices: I should be grateful I even have a job I still want to climb the ladder It’s not a false dichotomy. You should be grateful. And you should also.
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If you woke up to today’s to-do list and felt a wave of tiredness come over you, you’re not alone. For many, once fulfilling roles and engaging teams morphed into a crowded inbox, devoid of inspiration and purpose. The reason is often lack of meaning. Meaning stems from a.
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Think about who you trust. Your parents? Your spouse? A handful of friends? What makes you trust those people? It’s probably a lot of things, like they kept your secrets, helped you out on something important, or maybe they’re a great listener. All these things make you know –.
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How often do you feel like you’re coming up short? Whether it’s at work or at home, with your professional prowess or your weight, it’s easy to fall into the trap of grading yourself on everything. Let’s face it; we live in a performance culture. As someone who works.
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“I don’t want to brag.” It’s a common lament. We all want to be appreciated for our hard work, but many of us are reluctant to tout our accomplishments. Especially women. (I’ve been guilty of this myself). It’s a quagmire because your ability to show off your best work.
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Who is the leader? Is it someone with a specific title, a handful of direct reports, or just a lot of experience? As organizational hierarchies fade and teams become more wide than they are deep, the need to lead without formal authority is on the rise. One mistake I see a.
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It’s not work that erodes our spirit, it’s meaningless work High impact leaders go beyond the fundamentals (like setting clear goals and giving positive feedback), they up-level everyone around them, by infusing a wave of inspiration and commitment. In the last two decades, I’ve had the privilege of working.
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As teams find their “new normal” for communicating and staying connected remotely, storytelling often gets left out of the equation. This is a big problem. In remote environments, when emotional connection and anecdotes get stripped away, it can leave teams feeling like work is a grind; a Monday through Friday.
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What percent of your time at work do you spend in meetings? Previous estimates were that middle managers spent 35% of their team in meetings, while senior leaders spent 50%. Now with virtual work, many leaders say as much as 90% of their time is spent in meetings. Or at least it.
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Who is your leader? There’s an assumption that your leader is your boss. While that may be hierarchically true, placing the future of your career in someone else’s hands takes you out of the driver’s seat. In reality, you’re in control of your own behavior. In today’s environment, the.
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