The traditional performance management process is no longer a fit when it comes to ensuring people receive regular feedback and have the tools they need to be in the driver’s seat in their careers.
Many people have difficulty handling emotionally charged discussions and conflict, managing emotions, and communicating authentically. The inability to deal effectively with high-stakes conversations also costs organizations an enormous amount of time and
No one has perfect communication skills; some just keep trying, while others stay the same in their place of comfort over courage. Be the person who tries! Here are some tips to use as a leader for some of the more challenging types of conversations.
As you scan the horizon of failed corporate change efforts, occasionally, you find an organization that successfully implemented a massive and permanent shift in behavior. Is the difference dumb luck, or can we learn from the best?
How an organization approaches conversation skills can have a significant impact on its company culture and bottom line. At the end of the day (or fiscal year), conversations are at the heart of everything we do. Conversations determine what happens.
What does it mean to lead inclusively? Although there is no standard recipe for inclusion – it inevitably varies by culture and individual – one thing is for sure: If inclusive leadership feels easy, you’re doing it wrong.
There are crucial moments that happen throughout our day, weeks and careers that become defining moments. The routine, good work we do day in and day out can easily be tainted by one bad day, one bad interaction or one bad blowup.
Having an ego isn’t the problem. The challenge is that the ego’s leading role is to generate drama – unproductive behavior that keeps business leaders and their teams from delivering the highest level of results.