“ One of the most challenging parts of becoming a manager or a leader is delivering feedback. And because it can be so difficult, many of us fall back on what people have called the “sandwich” approach to giving feedback: where you sandwich negative feedback in between doses of positive feedback, with the bread representing the positive and the meat representing the negative. This is the traditional form of sandwich feedback – and probably something many of you have heard of, or likely even done. But this got me thinking: Sure we often use a sandwich approach to giving feedback, but is there really only one way of doing this? Is there only one version of sandwich feedback out there? ”
Via Steve Krogull
In her consulting work with organizations, teams expert Eunice Parisi-Carew finds that organizations sometimes confuse collaboration with simply getting along or being polite. That’s a common mistake—and one of the most difficult to address. “Collaboration is often hardest within polite groups of people because they don’t tend to express differences openly,” explains Parisi-Carew. “True collaboration…
There are people who are very good at getting other people to do what they want, especially at work. So how do they do it?
You may be surprised to know that you probably already have the qualities you need to be persuasive. It doesn't mean you have to be manipulative or a suck-up. Genuine persuasiveness is an important part of being successful.
Here are 12 secrets of the most successfully persuasive people. Do you recognize any of these qualities within yourself? What areas do you need to cultivate?
Most of us have experienced that sickening moment when you realize you’ve made a serious mistake. Perhaps it was a typo that threw off a financial forecast, or maybe you forgot to reserve a venue for
Via Pavel Barta
As a keynote speaker, one of the topics I most love to discuss is employee engagement. What I’ve noticed is that many organizations are really hungry to discuss this topic, yet there’s often a mi…
Via Riaz Khan
Culture defines every company regardless of whether it is an early stage startup or a global enterprise. It influences behavior, and for this reason, culture is a very important issue for corporate innovation. Many corporate innovation initiatives failed because the corporations driving them lacked innovation culture or innovation DNA.
Based on my experience from the startups I built as an entrepreneur and the ones I funded over the past 15 years as a VC, I always claim that a company’s culture is defined by the first 10 employees, starting with the startup’s founders. Corporate culture is driven by leadership (and here); is based on performance management; and can only be achieved if there exists a common vocabulary among the individuals that live it.
Startups and large corporations with a strong innovation culture share 7 common values and practices...
“Turn on your TV. Tap your news app. Scan the paper’s stories of the day. It seems that everywhere you turn, a lot of the news points to leaders who are either struggling with or striving to prove their integrity.No doubt, you may feel like integrity is at stake nowadays. Just think of what’s at the heart of the banter taking place among the 2016 presidential hopefuls. Or, consider how the resignation of high-profile executives due to integrity-related issues almost seems like an everyday affair. While integrity may seem like a virtue of the past, for truly Disciplined Leaders, it’s a value of the present and a guiding principle for the future of their organizations, their communities and even the world.What exactly is “integrity”? It’s about being honest in all you say and do. In the realm of business and leadership, honesty is a strategy for achieving success, or a way to do things in a moral, ethical manner. It’s also a characteristic of Disciplined Leaders, or those who consistently excel at using the right mindset and actions to inspire transformation and drive results.”
Via Don Dea
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