We find ourselves at a stage between The Industrial Age and The Network Age, which is hardly breaking news to anyone; but recent years have accelerated the interconnected shifts. So why is it that we as human beings continue to pursue strategies that we know are wrong? Why is it that we fail to change our course?
Here’s a fundamental question: How do you get people to work? Answering fundamentally, you form a contract with them consisting of a set amount of compensation and benefits in return for an equally set amount of work.
Less fundamental and more important (or at least more interesting) is this question – How do you get people to work harder on what matters most to you?
Most of us were taught that the only way to lead effectively is to eliminate, or at the very least swallow and hide, emotions like anger and frustration. Go professional or go home, right?
According to research conducted by Henry Evans and Colm Foster, emotional intelligence experts and authors of Step Up: Lead in Six Moments That Matter, the highest performing people -- and highest performing teams -- tap into and express their entire spectrum of emotions.
There are HBR articles, several blogs, TED videos and much more but I wasn't able to find what I was looking for. Perfect opportunity for a blogger, isn't it? So here is my suggestion to improve your presenting & influencing skills.
There are many false impressions of what makes a great leader. Many people think that it's baked into your DNA whether or not you are destined to become an effective leader. Well guess what, they are wrong. I've shattered the top leadership myths and am giving you the reality.
uI decided to take a couple days to revisit hobbies I love (because there are more kinds of love than just the romantic kind), like blogging on a more consistent basis than I have for the past six months.
Though it may be particularly hard for leaders to embrace uncertainty after years of being taught to display confidence, there is a clear business benefit in doing so. Research has shown that over-confident CEOs make overly risky decisions, often at the expense of their shareholders. Leaders who are able to come to terms with uncertainty and communicate it to employees may avoid such bad decisions.
The ability to actually develop people over time is one of the most significant differences between leaders and managers. Managers have the mindset to do the best they can with the people they have, while leaders learn how to take the people they have and make them better. Most experienced leaders and coaches know that the best way to begin to influence people’s perceptions of themselves is to affirm their talents and value gradually and very persistently. Most people are not used to another person looking at them and actually seeing more talent and more upside than everyone else perceives. This is exactly what exceptional leaders do.
Great leaders always bring out the best in others and they do their best to help their people shine. Developing their people is what fuels their purpose and in turn, gives meaning to their lives. Great leaders live and lead this way.
In the world of work, there’s a new type of relationship agreement to be forged — a win-win built on trust between employer and employee that reflects a clear shift in workplace and social media culture. It’s mutually productive, an entirely different way of viewing work, and it should form [...]
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