When you want to learn something, what do you do? You pay attention. You listen. You block out distractions. You look for connections. What if you were to treat those you work with as if you could learn something from them. Especially those you avoid dealing with and those who annoy you. What might you
Leaders develop their reputation by the way they lead others. It is the leader’s role to develop their people in ways that will help them blossom and grow. Whether it’s direct reports, teammates or colleagues, it takes asking questions to learn what flips their switch on and what turns it off. Each person is unique.
I heard about a few accidents in the last couple of days that have knocked friends off their feet. As I think about the lengthy recovery they’re facing, my heart goes out to them. And to you, be careful out there. We never know what today will bring. I’ve also been thinking about what others,
I have found this to be true for many years. One of the 30 exemplary behaviors that make a real difference in leadership often lands in the bottom five in the feedback report*, meaning the leader does it infrequently, if at all. Here’s the behavior:Asks for feedback on how his/her actions affect other people’s performance.
Two leaders facing problems – One quickly moves toward them wanting to figure out what must be resolved and deal with it. He’s working on not always taking control. The other gets a knot in his stomach when a problem requires him to “confront” someone. He avoids “conflict.” Those words – confront and conflict –
