Making awesome people happy at work (and stopping them from quitting) - 7 views
The Dip - 2 views
5 key rules for leading from the middle - 8 views
Self Improvement Tips - Behavior and Habit Examination - Marie Claire - 2 views
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Amy Simonelli sent me this article. Great thoughts on why we are so self deceived. "According to social psychologists, there's another, even deeper reason: Humans are programmed to see others more clearly than they see themselves-a phenomenon called actor/observer differences. "We read situations differently depending on whether we are the actor or the person watching," says Heidi Grant Halvorson, a motivational scientist at Columbia University Business School, who writes the blog The Science of Success. While others can clearly see that you frequently interrupt conversations or get red-faced and sweaty arguing a point, it's easier for you to ignore or rationalize your behavior, Grant Halvorson says. "You have access to so much information that others don't, like your past experiences, your beliefs about your own abilities, your fears and insecurities. All that extra data affects your interpretation of what you do-so self-defeating behaviors make more sense and seem more reasonable to you."
Collusion on Vimeo - 1 views
Connect, Then Lead - 2 views
Why Employee Development Is Important, Neglected And Can Cost You Talent - 2 views
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It's hard to think of an important aspect of management more neglected than development planning: helping your employees shape the future direction of their careers. Yet for a variety of reasons, this valuable activity is often ignored... or handled as a bureaucratic exercise... or an afterthought.
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Great article - thanks for posting it!
Huth: Extra Job - 5 views
A Confrontation Resolved - 1 views
Performance Management Systems: A Love-Hate Relationship | Arbinger - 3 views
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It is a problem because if performance management systems are poorly implemented, then they can't possibly accomplish what they are supposed to do, namely help organizations improve their overall effectiveness. What's worse is that the way they are implemented actually often hurts an organization's overall performance.
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I will be listening to the community call that discussed this topic. The questions we'd ask would be a bit different from the way we rate each other today. If you were evaluating me for example you would go to my Co-workers and ask them how well my efforts enabled them to achieve their objectives. What was my impact on them. That is what I would be reporting to you as well.
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Excellent! I love the approach, and look forward to thinking about how we can incorporate it more. Although, I think that Customer Focus, Integrity, Teamwork, Our Environment and Global Perspectives all ask similar questions of us.
Contrasting Traffic Stops - 2 views
Huth: Essential Principles on Vimeo - 1 views
Why Leaders don't Lead… and "big boys and girls" don't follow | Arbinger - 3 views
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"I do my job, I get my results, and no one has to chase me down or manage me. Well my employees are also 'big boys and girls' and should be able to get results: I pay them top salaries, they were hired because of their competence and expertise, I trust and expect them to get things done. But when things become critical, or go wrong, no one steps up and takes responsibility and delivers results! I don't know what to do!"
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Excellent article that makes crucial points about leadership!
Case Study Telecommunications WEB PDF - 2 views
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