How to Learn from Others

How to Learn from Others

One of the most limiting mindsets is the belief that you know more than other people. The next limiting mindset is the belief that you must be the best at everything you do. No matter how smart you are, if you are always the smartest person in the room you aren’t growing. If you already have all the answers you won’t be curious.  if you are not curious will not learn from others.  In order to learn from others, you must get out of your limiting mindsets and make a change. You must do these three things:

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Habits to Get You to the Next Level

Habits to Get You to the Next Level

It can be difficult to really stand out, but with a little planning and a new mindset, you can elevate yourself to be considered for the next leadership position. The side benefit is that while practicing these habits you build new leadership skills in the process. Here are five habits to elevate you to the next level:

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Wrong Intentions Ruin Performance Conversations

Wrong Intentions Ruin Performance Conversations

The purpose of performance conversations is to improve employee performance. What often stands in the way of an effective performance conversation is the manager’s hidden agenda. In this article I talk about the five hidden agendas that prevent good performance conversations:

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Leadership Lesson: Bridge versus Barrier

Leadership Lesson: Bridge versus Barrier

It’s easy to say what a leader should be. We look at our politicians, business leaders, county government leaders and we make judgments. Why is it so easy to know what someone else ought to be doing?

Here’s why: Because when you are judging others you are looking out the window. When you judge yourself you have to look in the mirror. Looking in the mirror is an act of courage because you are no longer living in the workshop, you are living life. When you examine your own behavior, and your own language, ask yourself this question: Through my language and behavior, am I a bridge or a barrier?

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3 Ways to Course-Correct the Know-it-all Newbie

3 Ways to Course-Correct the Know-it-all Newbie

You just hired a great employee. The employee has all the qualifications, is a quick-study, takes initiative and is always on time. The problem: Your employee is a know it all. The know-it-all newbie says things like, “That’s not how we did it at my former company.” Or, “In my advanced certification class they said it should be done this way instead of that way.” The know-it-all newbie challenges the supervisor, frustrates the trainer, and irritates seasoned employees.

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7 Reasons Employees Drop Balls

7 Reasons Employees Drop Balls

A common complaint I hear from executive clients is, “My employees drop balls!” Dropped balls come in many forms: Lack of follow up on a sales call, failure to deliver a product on time to a client, working on a low priority task while putting a high priority task on the back burner. For the business owner or executive, a dropped ball translates to thousands of dollars flying out the window. Part of the problem is that employees don’t realize they are dropping balls. Because the employee is busy, he or she feels productive working on the task at hand, while the executive or owner feels exasperated, overwhelmed and resentful when they realize the employee isn’t “getting it.”

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Radical Listening Requires Courage and Discipline

Radical Listening Requires Courage and Discipline

If someone has a different political view, do you need to correct them? Do you need to make them wrong? Do you have the urge to raise your voice, get into an argument, or justify your sarcasm? If the other person is upset, do you have an overwhelming urge to take it on, make it better, fix the situation or give advice? Listening requires courage and discipline.

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