As you think about your goals, write them down. It may seem unnecessary, but it is a key element in acheiving goals.
You may keep your written list of goals private, because they are designed to make you, as an individual, happy and successful. However, from a team perspective it may be important to share some of the goals to clearly give your team a vision.
A rubric for evaluating skilled-but-undermining employees.
My business partner and I had a tough decision to make. One of the top producers at our boutique partnership development firm was having a detrimental impact on company culture. Should we continue to support and reward him given his strong results, or should we cut him loose?
Our company, Axcess Worldwide, was shaped in its early years by a small, tight knit group: my partner, Kirk Posmatur, and me and our first few employees. Now, after significant growth, we were honing our strategy, placing the right people in the right roles, continuing to deliver profitability while simultaneously maintaining a strong and meaningful corporate culture, something we consider to be one of our most powerful assets.
The new executive we were discussing that day was doing what we had hired him to: immediately deliver results. But he was doing so in a manner that didn't strike us as consistent with our culture; he was focused so intensely on "what he did" that he paid little attention to "how he did it," which resulted in consistently dismissing the opinions of others and pursuing what we felt was a strategy of "winning at any cost."
It’s interesting to me how often themes seem to converge across the various news and blog sources I follow. Today is one example – “Why” seemed to crop up rather frequently. Here are just three examples.
Mentoring: Regular community contributor Heather Townsend offers TZ members more great advice.
"As a learning and development professional, it's not uncommon to be asked to mentor more junior people within your business. Very often in your role as a coach, you are expected to mentor/coach staff after they have attended a development or assessment centre. Whether or not this is an optional role for you, it can impose considerable time demands on you, the mentor.
Before you say 'yes' to the request to be a mentor, read our tips for mentors to make sure that both you and the mentee benefit from your relationship."
Using the confidence/competence loop can drive performance and inform, inspire and ignite those you lead. Jump-start your confidence with these application techniques.
There are several basic areas of study that, as we study them, we can become more effective coaches and leaders. This long list includes both human behavior and learning. The psychological concept I want to talk about today comes from the intersection of these two fields of study.
Don’t worry; I’m not going to go all academic on you (though you could, with a simple web search, find lots of scholarly work on what we are going to talk about).
Here is the concept – the confidence/competence loop.
We all recognize that our success accelerates when we are confident. The reason is simple. Without confidence we revert to fear, and when we are fearful we don’t take any action. We get tentative, we delay and we procrastinate. When you are able to let go of fear, you take action more quickly and easily.
...this may be due to something called the the negativity bias, a psychological phenomenon by which humans pay more attention to, and give more weight to, negative experiences.
There is scientific research showing that we are in a “negativity-handicap” on a daily basis because others will focus on our flaws or mistakes instead of focusing on what we do well or what we can achieve by leveraging our strengths and learning from our mistakes.
He was born as Mohandas Karamchand Gandhi in the town of Porbander in the state of what is now Gujarat on 2 October 1869.
Mahatma Gandhi (that means “big soul” Gandhi) taught the world faith in truth and justice for all mankind. He was a great soul who loved just those who fought against his ideals to bring about peace with non-violence.
His goal was to help to alleviate poverty, liberate women and end the caste discrimination system, with the ultimate objective being self-rule for India. He tried to stop the conflict between Hindus and Muslims which led to his assassination by a fanatic Hindu in 1948.
Here the Top Ten Fundamentals of Gandhi:
1. Change yourself 2. You are in control. 3. Forgive and let go. 4. Take care of this moment. 5. Without action you aren’t going anywhere. 6. Everyone is human. 7. See the good in people and help them. 8. Persist. 9. Be congruent, be authentic and be true to yourself. 10. Continue to grow and evolve
Simple but effective ideas!
Learn to think differently! Try to change yourself!
Many of us have experienced that moment – that moment when the excitement of a new job or new role begins to wane and we feel less than enthusiastic about going to work every day – the engagement decline. When you get that “Ugh, I so don’t want to come to work today…” feeling, often the catalyst can occur for many different reasons.
We sometimes misunderstand this to be an individual journey, when this is a collective effort. Judging someone through your words or even in your thoughts is no different than putting them down. To grow truly strong, you must lift weight, not put it down. To grow truly strong, exercise your heart by lifting others up.
So you're at the top of the ladder, eh? Here's how to make sure you are not just producing results, but that you are also trusted to lead.You started modestly in your career and have made it to the management team--congrats.
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