Dennis Rodman and Johnny Rotten don’t care if you like them. Their success talks for themselves and the bad boy image furthers their game. We aren’t them. In our work, we need to get along. How many times have you heard that managers can’t be everyones friend. That’s true – favoritism or ingratiating yourself with
Sometimes we start to feel sorry for ourselves, because we don’t have everything we would like to have. Maybe we would like to take that extra vacation, or buy that bigger house. At work , our boss won’t authorize that headcount we need to get the job done, won’t give us the budget we need.
Opportunity is not rare. Its is not elusive. Opportunity is around us all the time. The problem is that we expect it to come knocking on our door, to present itself to us. If you wait for opportunity to come knocking, you had better be prepared to wait a long, long time. The key to
Thought partnership is one of the most powerful tools of which you can avail yourself. Your peers are thought partners. Your customers are thought partners. Your employees are thought partners. Your boss is a thought partner. But you also need some input from outside the daily fray. Every day, all day, you are surrounded by
Negotiation Lessons from a Father of 37 by Miniya Chatterji | 7:00 AM August 31, 2012 Comments (14) Sudarsan is a man I met at a skills training center for below-poverty-line Muslim girls in Southern India’s Nizamabad district two weeks ago. He is a 55-year-old government clerk, who has with his wife over the years
As we move up the management ladder, we need to have a strong tolerance of ambiguity. It is one of the most elusive skills to learn, and yet one of the most critical. Why? • Not everything will be spelled out for you • Surprises happen • Shocks in the system happen (uncontrollables) • The
Often, life gets so busy, that it runs away from us; we struggle to balance our priorities, struggle to make time for our families, for ourselves and our work. And sometimes, the chaos level rises because we don’t sit back and think about what is really important, the norms and values we hold dear. Every
http://www.fastcompany.com/3000910/success-random-so-court-serendipity
In our talent management processes, we spend the majority of our time discussing the top 10% (high potentials) and the bottom 10% (action required). It is exciting to discuss the talent in our organization and we gravitate naturally that way. After all, these are our future leaders, the names on the succession plan! Meanwhile the
http://edition.cnn.com/2012/08/29/opinion/passion-career-cal-newport/index.html?hpt=hp_bn1
