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Blwyddyn Newydd Dda from Wales - have a wonderful 2013 everyone!
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Gallup data shows they have a combination of hard-to-teach traits.
Gallup’s research reveals that about one in ten people possess all the necessary traits to be a great manager.
If great managers seem scarce, it’s because the talent required to be one is rare. In the following article, Gallup shares that great managers possess certain specific talents. Well worth checking out.
Have you ever read a book or heard a speech and the idea that was presented made you kick yourself and think, why did I not think of that?
Find out about fungible assets and why they are important.
If talent is so important, why aren't more companies investing in leadership development?
From a survey - seems leadership development is really important conceptually, but other things are more important to invest in.
And why do so many leadership development programmes fail to meet their objectives? Many reasons including poorly set objectives, but the major reason is lack of monitoring and follow though. But there is a different more successful solution - see http://www.corporatecoachingnetwork.com.au/
Leadership and corporate social responsibility (CSR) are two separate issues that are increasingly talked about, though rarely in the same sentence. But you can't have one without the other. And both are regrettably in short supply.
Leadership, especially the CEO kind, is about five things:• Setting and communicating a vision that takes into account and balances the short-term, the bigger picture, and the long view• Making tough decisions in the short-term to protect and nourish the long-term• Motivating and inspiring the troops to do the above• Treating all stakeholders well (including employees)• Creating an ethical culture to do the right thing
Stewart D. Friedman, Wharton professor and author of Baby Bust, presents new research.Download this podcast
At EOS, we teach that meetings can in fact be extremely work-saving and time-saving…if done in the right way. Here’s a video by Gino that teaches entrepreneurs the philosophy, the psychology, and the inner workings of the EOS Level 10 Meeting, a key business tool taught by EOS Implementers to all of their clients.
If we must have meetings, here's how to make them productive.
Roughly two years ago, I felt the need for something that could keep me on track both professionally and personally. Among my objectives were to make better decisions about how I invest my time and effort, and to strike a better balance between my work and personal life. My tactic was [...]
Create one sentence, and use it to live by.
Does the thought of yearly goal setting make you want to run? You don't have to be a good planner to set your goals to paper -- or even like it. Here are five simple ways to plan your life goals so you can increase your chances of success.
As an NFP, this article was a timely and necessary reminder. Contains useful template.
Is technology tearing us apart? Can it bring us together?A glance at the agenda of “EQ WEEK” – the free global emotional intelligence conference – reveals an intriguing trend. There are numerous presentations about apps and tech tools to teach social emotional skills.
Can something as “human” as empathy actually be taught by a machine? @eqjosh provides a way to answer the question next week, free!
This following guest article is based on concepts from Love ‘Em or Lose ‘Em: Getting Good People to Stay by Beverly Kaye and Sharon Jordan-Evans.
You developed the best - now you have to keep them...
Employee engagement remains a challenge for companies. It’s time to turn their current approach upside down: sustainable engagement is needed - Torben Rick (Remarkable!
Thoughtful contribution to the engagement debate.
Fred Brooks, the man who managed the development of IBM’s System/360 family of computers knows a thing or two about learning from mistakes, he wrote the book on it.
Doing the common sense thing and treating people like adults are at the heart of Netflix's breakthrough HR policy. McCord believes that most companies fall into a trap of having 97% of their employees doing great work and not needing HR to hold their hands, while 3% of employees absorb HR's time, money, and energy. Netflix's approach: they simply don't hire those people.
Great deck from Netflix founder on how to develop a high performance culture
I love this approach, although I can already hear the many excuses why such an approach would not work in our industry. If you treat people with a complete lack of trust don't be surprised at the behaviour that generates.
Although women have outnumbered men on college campuses since 1988, they have earned at least a third of law degrees since 1980, were fully a third of medical school students by 1990, and, since 2002, have outnumbered men in earning undergraduate business degrees since 2002. They have not moved up to positions of prominence and power in America at anywhere near the rate that should have followed.
In a broad range of fields, their presence in top leadership positions—as equity law partners, medical school deans, and corporate executive officers—remains stuck at a mere 10 percent to 20 percent. Their “share of voice”—the average proportion of their representation on op-ed pages and corporate boards, as TV pundits, and in Congress—is just 15 percent.
In fact, it’s now estimated that, at the current rate of change, it will take until 2085 for women to reach parity with men in leadership roles in our country.
This is a range of gaps we really should mind!
A decade ago the Corporate Executive Board published a report detailing the findings of a study into the role managers can play in employee development.
By almost any standards the sample in this study was large – 8,500 cases drawn from 14 organisations across six industries in nine countries.
One clear finding presented was that:
“those activities that are integrated into manager and employee workflow have the largest impact on employee performance, while those that are distinct events separate from the day-to-day job have less impact.”
70:20:10 makes sense for effective organisation development. Are you applying it?
Using the example of two successful, well known US companies, this article from Hay Group talks about the need to work on developing leaders regardless of the market conditions.
Leadership creates sustainable competitive advantage, regardless of the starting point.
Most leaders have a moment of real insecurity, wondering, “What if, at the end of my motivational ‘rally cry,’ I run out the door - and nobody follows?”
Fear of leadership (don't we all?) and ideas for getting over it.
For over 100 years, women have celebrated International Women's Day by telling stories with the hope of inspiring daughters and granddaughters and reflecting upon the price that history paid so they could realize their dreams. As women today, many of us are fortunate to have almost too many heroines to [...]
Nice take on International Women's day.
Every manager wants employees to come in with that extra "zing" -- that spark that creates breakthroughs, that's magnetic to customers, that somehow lifts the whole enterprise. Is this a leadership responsibility? Something for which you can hire? How do we get more?
Go to EQweek.org for a free global online conference about using emotions as a source for thriving - array of free webinars inspired by @eqjosh.
In What Works for Women at Work, Joan C. Williams and Rachel Dempsey identify four, often unrecognized, patterns of discriminatory attitudes toward women.
How we may unintentionally be discriminating.
If someone’s baseline rewards aren’t adequate, or equitable, her focus will be on the unfairness of her situation and the anxiety of her circumstance.
Our workforce can and does make the difference between me too results and breakout success. After all – our employees are the face and experience of our business to our customers, prospects, partners and more.
A new book on using your mind better by the excellent Rebel Brown.