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Let’s bring back those happy hours – and make them count!
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Step one? Be a good boss. Here are five things to start doing now.
Motivated and enthusiastic!
What do employees really want from company leaders? The answer may surprise you — and, more important, may prompt you to change some of your practices.
“I don’t think the people who work for you want you to be an optimist anymore,” says GE CEO Jeff Immelt. “They want you to be realistic. They don’t want hollow promises, they want action: What’s your plan, and how are you going to solve problems?”
The hallmarks of what Immelt calls “positive leadership” are authenticity, transparent communication, a focus on the future, and the ability to solve problems and take action.
Great leadership is built around trust. How truthful CEO communication can build better team alignment and productivity at your company.
Recent management studies support the idea that workers respond best not to cheerleading or a continuous stream of happy talk, but to evidence of a strong connection between words and deeds. Employees are much more likely to trust their immediate supervisors than top corporate executives, according to global consulting firm Blessing White. Why? Because employees can match what managers say with what they do. That’s more difficult to do given the layers of management that may separate them from top leaders, which makes it imperative that top leaders spell out specific actions the company will take, explain why, and offer proof that such actions have been taken.
Leadership and character are inseparable. In the Ten Virtues of Outstanding Leaders, philosophers Al Gini and Ronald Green, ask what is good leadership?
When leaders are committed and actively working to connect, inspire and embolden – they raise the bar not just on productivity, but on the value their organisation contributes to all its stakeholders.
The first point is build trust.
How you can make a business case for investing in employee engagement initiatives, and quantify the business impact of a disengaged workforce.
Would you recognize an esox lucius if you saw one? Commonly called the Northern Pike, it is a 25-40 pound freshwater game fish. If you observe it in an aquarium, you realize quickly that this anima...
In commemoration of a year in print, we present the Startup of You in visual summary. The last year has continued to demonstrate how work and careers need a ne
If you do intend to read one book this year, this deck is highly recommend
A real inspiration
This is a very long presentation.
Young leaders often explain their aspirations in self-centered language. They focus on themselves and neglect others. Individual contributors are great, but leaders always connect and mobilize people.
Leadership is about others.
Perceptions of fraud, misaligned incentives and negative workplace environments are driving a deep distrust in business and leaders – a skepticism that extends inside organizations as well.
Get new perspective on the importance of trust in corporate culture from the 2013 Edelman Trust Barometer. A Question of Integrity: Engaging Employees and Executives as Storytellers on Corporate Values, Ethics and Integrity.
For your company to sustain its competitive advantage, multi-directional, emotionally deep, profoundly trusting relationships that unleash people’s greatest potential – is no longer an option but an imperative.
Excellent resource. From the article:
Neuroscience research supports experience that profound relationships with stakeholders are vital to business success.Other studies show how employee and customer engagement are intimately connected and, taken together, have an outsized effect on financial performance.
So, for your company to sustain its competitive advantage, HRE – multi-directional, emotionally deep, profoundly trusting relationships that unleash people’s greatest potential – is no longer an option but an imperative. Welcome to the interconnected world of business!
Employees don't leave jobs; they leave bad bosses--and even mediocre ones. Don't be that kind of boss.
Are you making them leave?
All of us have bosses, but how many do we remember ? Become a great boss and nurture your team and the organization
Great bosses that "lead forward" create positive memorable moments in the hearts and minds of the people they lead.
90 Days To Great Leadership Forbes While I've achieved a lot of success as an entrepreneur and business owner, I was not born a great leader. Rather, I've learned leadership skills and every day, I put them to use.
Great leadership comes from a desire to inspire the best out of everyone you encounter. What if I told you that you are a mere 90 days away from being a great leader? Would you think it was possible?
So, what’s the difference between productive and unproductive givers?
The difference, according to Grant, is that successful givers surround themselves primarily with other givers; they give in ways that increase social bonds; and they really invest in others in ways that actually make a difference—making their contributions more gratifying.
This willingness to help may not always pay off, but givers capitalize on opportunities takers miss out on and they take joy and energy from kind deeds
We need to believe that what we have to give can make a difference...
It's easy to increase someone's paycheck. It's not so easy to reward without money, but these groups have figured it out.
Creating, Connecting, Collaborating
from article : "transformational leaders – leaders who are positive, inspiring, and who empower and develop followers – are better leaders"
Creating, Connecting, Collaborating
Tips for women in business (or wherever) to improve their leadership skills.
insightful reminders regarding different aspects of leadership
Microsoft's Small Business Blog provides resources for start up and growing small businesses, including software trials, downloads, 'how-to' guides, and technology advice.
The truth of the matter is doing all the recommend things on the list is hard. That is why some companies are great, some average and some horrible. Some are just better at the items on list then others. The trick is not to do all of these items well as a leader but building a foundation based on culure and empowering your whole team to be part of the communication and recognition solution.
“How do we increase employee accountability?”
The short answer is — by not blaming anyone.
Weak organizations have weak relationships internally with each other and externally with customers. Forging resilient organizations means building strong relationships..
All strong relationships require trust.
Feeling like a shadow of your former self? Is there a lack of emotional connection in your relationships? Do you find others not sharing important information with you or excluding you from activit...
Good leaders focus on using trust-building behaviors and avoid using behaviors that erode trust with others
Great complement to Ken Blanchard's Trust Works! @RandyConley highlights need for trustorthy behaviors. Trust is a vague concept, and yet the lack of it is very real. Respect, Openness, Honest and Reliability are core principles of trust and worthy of our attention.
Learning doesn’t have to be regimented. Use informal teaching to create a workplace where everyone learns, all the time.
Looks like I'm not the only one who's fascinated with #learningtolearn!
“In a world that is constantly changing, there is not one subject or set of subjects that will serve you for the foreseeable future, let alone for the rest of your life. The most important skill to acquire now is learning how to learn.” – Josh Naisbitt
If we want employees who love learning and it is imperative in a complex changing world, we should instill this in our schools.
Every leader and follower are unique and work differently in different situations. Leadership is a relationship between leaders and followers, and building this relationship requires an appreciatio...
This is one of the most effecitve leadership models in existence today...
Useful model and resource for those interested in this area.
Trust must be carefully constructed and constantly reinforced. Learn how trust is established over time through a long chain of successful experiences.
Frank Sonnenberg writes I a clear explanation of the values structure of a strong trust system. Compassion, as an ethic of care, is another value that I believe should be be added to this list. In a caring relationship, the needs and wants of another, not some per-established ideal, are taken into consideration. Naturally, we trust more when we know that we are cared for.
This is a pretty detailed article which a clear understanding and is thus different than a recent article on trust.
People have different strengths and help in different ways. In an online world, we need to find ways to encourage those same behaviors at the frontend of the process.
Strong and forward-thinking leadership looks to the boundaries and fringes for those diverse voices often left out.
Leaders ask questions. It is part of what helps them to improve. In this post I share 10 assessment questions for your to stew on.
Key Questions all should carefully consider to ensure their leadership plan is complete and well-rounded.
"The average five-year-old asks 65 questions per day, most of them starting with "why." The average 44-year-old manager only asks six questions per day; most of them starting with "when," "where," or "how much."The number of questions we ask per day doesn't increase until retirement. Why retirement? Because that's when we start asking, "Where are my keys?" and "Why did I walk into this room?" In this animated three-minute video, Chic Thompson the author of What a Great Idea!, will help you "jump start" your question asking ability."
Great questioning vidéo !
Great stuff. Asking good questions has a naturally empowering effect on others and enables self-discovery.
“At the end of the day, the questions we ask of ourselves determine the type of people that we will become.” ― Leo Babauta