A big complaint I hear is “The top performer a bully, but their performance is stellar.” The real problem here is that behavior is not considered a part of performance, so it’s justified instead of corrected. The behavior allowed then becomes the standard. What...
Google initiated a two-year study on team performance to find what the highest-producing teams have in common: psychological safety. Psychological safety promotes creativity, moderate risk-taking and increased innovation. Psychological safety affects engagement,...
One of the most valuable tools leaders have for driving results and improving performance is conversation. Your conversation can either grow your business or slow your business. This post offers three examples of ineffective communication skills and what you can do to...
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....
In almost every consulting project or leadership development program I have worked on, I see a common thread that contributes to time-wasting drama: The inability or unwillingness of the manager to have a difficult performance conversation. I’m not talking about the...
