If you’re willing to revisit how you assess talent, then you’re going to like this 3-step strategy for establishing more objectively in your selection decisions. Step One—PLAN If you already have success criteria identified for the position and have a structured interview in place, then you’re ahead of most. This step typically involves taking stock of the […]
Read MoreI’m not any more of a fan of New Year’s resolutions as I am of any moment in time when I can stand back and reflect on who and where I am and what I can do better going forward. While the start of a new year is the most popular time to set goals, […]
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Changing Habits. How much do you really want to change? That’s the first and most important question to ask yourself when changing habits. Short of a desire to change, few plans will stand a chance. Motivation is your key to success or failure. While some habits are relatively easy to change others can be very […]
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Those of us who have had the pleasure of working within organizations with positive company cultures know firsthand of the benefits. Short and sweet, here are three quantifiable facts as reported by Human Synergistics International. For the individual: High levels of motivation and satisfaction and a strong intention to stay. These are the HR-related […]
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Many approaches to coping with stress focus on exercise, nutritional, and mindful-meditation practices – all of which yield fantastic results. Some of these stress management techniques are just that – an attempt to better manage it. Similar to pain management, some methods are more focused on managing the symptoms like headaches, stomach problems, difficulty sleeping, […]
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Like most people and especially small business owners, tax season is a stressful time. Every year, my CPA provides us with a review of changes in tax laws and filing guidelines. I’m grateful to have such a talented person like her and a team who takes expert care in areas where I’m clueless. Taxes aside, […]
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Truth be told, we all approach the work of leadership from a unique starting point – a mixture of our personality, intellect, training, and experience. As we strive to develop as a leader and become better at what we do, we soon learn that there are expectations of our role that are a bit out […]
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Some of us can only imagine what a high performing team might look and feel like. Others know firsthand and wish that they can replicate it with other teams. The extraordinary results that are produced by a high-performing team is undeniable, but not every team is ready to do the hard work to get there. […]
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At the heart of team trust lies the willingness of people to abandon their pride and their fear and simply be themselves. While this can be a little threatening and uncomfortable at first, ultimately, it becomes liberating for those who are tired of overthinking their actions and managing interpersonal politics at work. There are many reasons why a team might be guarded and less open with one another.
Read MoreAcknowledging one’s weaknesses, willingly apologizing, and being genuine with one another are all behavioral examples of team trust – vulnerability-based trust*. In part-one, I offered reasons why it’s difficult for team members to acknowledge their weakness, and what leaders can do to promote greater trust. Here, I’d like to share why team members struggle with apologizing to one another – another key trust-building behavior that is absent often within teams.
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