When we assess people at work, we typically look at their work product. Do they produce what they’re supposed to? What’s the quality? Yet there’s another component that’s equally important, what impact do people have on the rest of the team? I’m working with a senior leadership team facing.
[Read More]Humans have been called the comparing creatures. Our brains are hardwired to compare ourselves to others, and assess how we stack up. It’s how the human race evolves. We build on the accomplishments of others. Can you imagine one lioness looking at another lioness wondering, “How does she get.
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Which is more important, systems or emotion? Recently, I was working with the senior team of a mid-size firm that was struggling. They wanted to stand out, but they were often regarded as a transactional non-differentiated organization. Their processes needed improvement. Worked bogged down in various places inside the.
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Welcome to the new normal. We’re adding jobs daily, but most people are still miserable at work. Workplace study data confirms what leaders are experiencing: work is harder, over half of all employees are disengaged and many people actively hate their jobs. In the old days leaders could rally.
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Do you do what your boss asks for? Or do you figure out what your boss really needs? One of the best lessons I ever learned about “boss management” came from my father, who told me, “I learned early on, seeing things from my boss’s perspective changes everything.” My.
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We know their stories: Sarah Blakely cutting out the feet of her panty hose, showing the Neiman’s buyer in the bathroom. Then getting her now world famous produt SPANX on Oprah. Daymon John serving shrimp and biscuits at Red Lobster during the day while sewing wool caps at night.
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It feels like a gut punch. Has this ever happened to you? You think the meeting is going great. You’re confident about your presentation. Then, right in front of everyone your boss says, “That’s a terrible idea, what were you thinking, are you a fool?” Or maybe it’s not.
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Would your rather work for an organization who hits their annual number? Or an organization who hits their number with momentum? It’s an important question. While the answer may be obvious, who wouldn’t want to hit their goals with momentum? Unpacking the nuance and figuring out how to get.
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Apart from being fired, being passed over for a promotion is one of the worst feelings at work. And it’s even more painful when the person who DID get the promotion, is someone you work with. On the flip side, sometimes you’re the one who gets promoted and you’re.
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We’re slammed. Let’s skip this Friday’s pipeline review. It’s been a tough day; let’s just do fast food. I skipped the research this time, we already know this customer. I call it the just once problem. It’s when you deviate from your planned process and good intentions because of.
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