The primary function of a leader in any organization is to believe. A leader is someone who must carry the torch in the darkness and light the path towards the desired end goal. They must have unwavering belief in their cause, their mission, their people and their ability to achieve what may at first appear impossible or in some cases outright ridiculous.
An amazing thing happens when you are in survival mode. You instinctively implement process improvement. You may not know what you are doing or why, but you just do it because you have to survive. You quickly recognize what you really do not need to do or can do more efficiently to save time, trouble, or money. You develop an improvement competency but may not know how you got there. But that is not the norm. If you are truly going to drive sustained continuous improvement, you must engage your people in a structured manner.
The fundamental changes in how businesses are operating, require a fundamental change in how the L&D function needs to view workplace learning. This means a move from a “Command and Control” approach to an “Encourage and Engage” approach to Workplace Learning.
In this first Saturday Shoutout, I open up the discussion on employee engagement and share the 5 stories/blogs on how intrinsically important it is that employees remain optimistic, motivated, informed and confident. Are you up-to-speed on best practices and innovative solutions that can help your workforce remain engaged?
What happens when you get 21 leaders together to work on a project? I’ve had the pleasure of witnessing just such a scenario over the past year, and the insights I’ve come away with defy certain myths about leaders.
Given the diversity of beliefs and the passionate intensity of opinions, is there any right answer for how organizational change is accomplished? Is it dictated, or facilitated? Mandated or guided? Driven or led?
First we make our habits, then our habits make us. Charles C. Noble
It’s not unusual for intelligent people to get themselves stuck in a deep rut in life. By rut, I mean a somewhat extended period of time flooded with low motivation, poor moods, negative thinking patterns, and little or no productivity.
A rut like this can be extremely difficult to get out of. I’ve been there several times, so I know that rediscovering productivity and finding the motivation to delve into anything even remotely challenging can seem nearly impossible. However, we must eventually come to our senses and realize that there’s no point in going through life feeling unmotivated, tired, stressed out, and unhealthy. Misery is, after all, a choice.
Businesses are keen to jump on the social enterprise bandwagon, even though they may be conflicted about which tools are worthwhile. A recent report from InformationWeek showed that 24 percent of companies block employee access to Facebook and 25 percent block access to Twitter. Yet companies are rolling out internal enterprise-focused social collaboration tools in hopes that they will facilitate a more efficient workforce.
While creativity is non-linear in its very nature, there is a creative process, phases of divergent thinking and convergent focus that are common themes in the literature. A critical element for cultivating creativity in the workplace is inclusion.
You can’t get meaningful business results in today’s relentlessly competitive global marketplace with just one CEO leadership style, any more than a Major League pitcher can expect to win 20 games with only one pitch. And, if you’re at the top of an organization right now, you can’t default in times of high stress to your favorite or most comfortable leadership approach.
Twitter provides an unprecedented opportunity for people to extend and amplify their influence. You don’t have to buy time on television or radio. You don’t have to write a book or magazine column. You don’t even have to blog.
With the access we as customers have today to a plethora of options, we place enormous value on an organization’s ability and willingness to say “yes” to our unique needs. Not only do we want to hear that magic word, but we want to hear it NOW!
What is Business Storytelling...This video reveals the key difference between traditional storytelling and business storytelling.
What a great little video (11 min.) explaining the difference between business storytelling and traditional stories. If ever you wanted a clear understanding of the difference, along with examples, then this is it.
The information in this video will greatly help any business know the what and why of biz stories, and assist any story practioner in explaining the difference to clients. Yeah!