Google's Matt Cutts posted on Twitter a link to Eric Goldman (a guy who knows his legal SEO stuff) story about how a law firm sued their SEO company. Not necessarily for not achieving the rankings they wanted but rather for violating Google's webmaster guidelines and/or using spammy techniques.
Also relates to Digital media Companies who tempt bloggers with cash for links or try and cadge a freebie. I think it is pretty underhand to not only open up the blogger to a Google slap but also the company they represent is in danger of having their web presence wiped from Google search. Perhaps this will deter them from continuing this practice and they will start directing money towards those who follow Google guidelines.
Remember those dreadful words that get said at training events. 'And now we'll do some role-play'. It's almost as bad as when they don't have any biscuits! Well, Forum Theatre may be the answer. You don't have to do the acting - you just watch professional actors do it for you. So instead the lack of control you might feel having to act in an unrealistic situation you can control the action by directing the actors to improve the situation. Of course you can join in as yourself or you could just suggest possibilities from the wings. Altogether a much more involving and fun way to learn.
“Stop right now, thank you very much, I need somebody with a human touch!” This line from the well known Spice Girls song sums it up! Being ‘human’ as a leader is what high performance leadership is all about. It allows you to lead with strength, dignity, passion and compassion. But getting the balance right is intensely difficult to do if you’re not paying attention. What if you had a manual for getting this right? A 4-step process and mind-set which helped you get high performance from your team and all the individuals in it. All with a human touch of course!
How do you deal with peoples' perceived negative behaviour in the work place? Do you challenge it harshly, quietly seethe or do you have a positive way of dealing with it? This link takes you to a valuable discussion on what can happen to a team where conflicts in thinking, behaviour and mind-set cause dysfunction. There is also a very short process which can help you break old patterns of negative response that can produce surprising results. Do you practice conscious leadership? What would happen if you did?
How do you know if you’re a good manager or not? It’s unlikely your staff will tell you to your face if you are not! One of the features of the Leading & Developing High Performance programme is that it includes a suite of questionnaires which measure how good you are as a manager or leader. Answer this question to see if you have the potential to lead and develop a high performing team.
Delivering negative feedback is tough but needs to be done in early stages of staff development to prevent them from getting into bad habits. If you want to develop your team so they'll deliver high performance mastering the art of effective technical feedback and reprimands is essential. They might not like it at the time but they will understand the positive impact it has on their performance in the long run. Plus it makes your job easier. You can probably can associative with the feeling you get when something you haven't challenged has become a habit for a member of staff! This 8 stage process will help you to nip it in the bud.
A perfect demonstration of Leading & Developing High Performance. Want to build high team performance? Coach Carter shows you how to do it. For some reason I never quite got around to watching this film until I attended a Leading & Developing High Performance accreditation. Having seen a few clips from the film, which explained beautifully the concepts behind the high support high challenge model from leading and Developing High performance, I ordered it from LoveFilm and was captivated by it. Every coach and leader would be wise to get this film out - it's a master class in leadership with integrity.
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