Every day, there are thousands of discussions in businesses that rely on data for answers. Many of these conversations fall into the same patterns where the data is unique, but the questions and goals are the same.
You can’t lead when you know too much. Education establishes barriers to thinking. Everything that comes your way is instantly judged by what you know. In some cases the less you know the more open you are
Sure, I can retain people with money, but that has a leveling effect. Retention through compensation does not guarantee commitment and personal investment. They’ll stay, but will they be committed and truly invested in your effort?
At a certain point, you’ve got to promise a bit more.
Traditionalists, Baby Boomers, GenXers and Millennials all have talented leadership, even if the leaders have different strengths and viewpoints. Recognizing and developing leaders in all generations is key to teamwork.
To help you be a better team member, colleague and boss, I’m bringing you a pointed lesson in the art of being quiet. Today I’m conjuring up the spirit of Run DMC. To quote the immortal Rev Run: You talk too much! You never shut up!
The traditional top-down, leadership (read “management”) approach worked relatively well when organizations didn’t have to respond to as many unpredictable and volatile events. The happy days of life being more predictable are long gone.
We all want to ensure we get the most out of the talented individuals we have in our organisations, yet for many of us this aim remains an elusive one. Do you employ intrinsic or extrinsic motivation? What about performance related pay vs hourly pay?
Is any relationship ever completely reciprocal? Not really, because one party always wields more power over the other. This is a human behavior dynamic that is tough to ignore, especially when we look deeper at workplace culture and team dynamics.
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