Many of us have worked with a bad boss in our lifetime. Remember the micro-manager, the yeller, the softy, the one who’s never there, and/or the boss who takes all the credit for your work? We've all experienced trials and tribulations working under these leadership styles. "It’s frustrating," we say to ourselves, "but that's life." What if, though, we could somehow magically transform supervisors of this sort into competent, inspiring leaders?
A Google search of the words "employee motivation" found 32,800,000 websites in .28 seconds. Though developing a program to successfully inspire your workers might take a bit more time and (hopefully) require fewer resources, it may be easier than you think!
Good performance rarely happens by accident. Research has repeatedly demonstrated that coaching is a consistent and reliable management tool that creates an open line of communication and opportunities for growth. Experts advise managers to coach early and coach often: Early, to catch potential problems before they happen, and often, because continuous interest and feedback virtually guarantee better performance.
Successful leaders know the importance of disciplined, consistent treatment of their subordinates, but they must also recognize when it’s better to forgive and forget mistakes from the past. Courageous managers and executives balance accountability and generosity, realizing that compassion is often the wisest course to follow.
Surveys and studies show that lies by job applicants are on the rise, with reports of fables, fibs, and fabrications now as high as 50%. Given this disturbing trend, managers are turning to research-proven strategies to help level the playing field and expose even the most clever of con artists.
Take a moment to consider your most challenging goals. How confident would you feel if you had achieved all of those goals? How would it affect your self-confidence if everything you tried worked out positively, and every day brought yet another triumph?
Among the many qualities considered vital for successful leaderhip, humility often gets the most lip service - but rarely much in the way of action. A 2012 study conducted at the University of Buffalo showed that humble bosses differ from their egocentric peers in three significant ways. Unpretentious leaders were found to be far more likely to: 1) lead by example, 2) admit their mistakes, and 3) recognize their followers’ strengths. Good to know, but what might it do for the good of the organization?
With about 1.15 billion monthly users, Facebook has become a major tool for job candidates and employers alike. Given the large number of active participants and the rich data available through Facebook, it’s no surprise that recruiters and hiring managers have taken notice.
Prior to his tragic assassination, Martin Luther King, Jr. was viewed by many as a heretic, a false prophet, a deterrent who did little to boost the civil rights movement’s forward motion. His core message and ultimate hope, "...that unarmed truth and unconditional love will have the final word," have since silenced Reverend King’s critics and now stand as testimony to his wisdom and foresight.
When you think of the word "agility," what ideas or synonyms come to mind? What about flexibility, speed, dexterity - words often used to describe high-performing athletes? What about "agility" in the workplace? Can the same words be used to describe the qualities of superior workers? Two increasingly-popular phrases, “talent agility” and “learning agility,” suggest they can and already are!