I pay attention to style. When i coach and lead people, understanding style perspectives. I have done this for many years, and its hard wired in me (like muscle memory). Understanding your dominant behavioral style is critical. I use a methodology called PI Predictive Index. It helps managers understand their style, what motivates and drives
My boarding school had a code of conduct that has always held me in good stead: 1. Consider the comfort and convenience of other people. This is the hallmark of courtesy and good manners. 2. Don’t make unnecessary or exaggerated noise. 3. Don’t draw attention to yourselves. Never be loud or vulgar. 4. Show restraint
Avoiding the false proxy trap Sometimes, we can’t measure what we need, so we invent a proxy, something that’s much easier to measure and stands in as an approximation. TV advertisers, for example, could never tell which viewers would be impacted by an ad, so instead, they measured how many people saw it. Or a
Some of my favorite quotes from Bill Drayton, the Founder of Ashoka: ” Its not gender. It’s not race. Its whether or not you are a change maker that determines whether you will be a success or failure” ” Social entrepreneurs are not content just. To give a fish or teach how to fish. They
When i am coaching executives, i work with them to understand their network, the importance of their network. As leaders, we have access to people and relationships that allow us to get things done, to receive input, to leverage resources. This is our network. That network should be developed continually, from the time we start
Best Boss Worst boss Empowers Command and control Team-based My way or highway Engaging Listener Doesn’t listen Success is because of the team Takes all the credit Shares information Information is power Invests in employees’ career advancement No sincere time for performance feedback Part of the team Compelled to remind you they are the boss
Its a lively discussion. You are delighted with the meeting. The team is exploring, discussing big issues in meaningful ways. You are confident that there will be a great outcome to this important topic on the agenda. You try to let the discussion unfold; you engage as a participant, careful to not impose, but to
Let’s face it. Today’s generation has different expectations. They are more mobile, have different expectations, require more feedback, give more feedback. And how have we adjusted performance reviews? Not much. It is time to rethink how we engage with our employees around feedback. Think about doing more performance reviews with your employees, receiving and giving
Be seen In boating, the captain needs to be seen to be in control, no matter how hairy the situation gets. It’s about keeping people calm and focused, letting people know that the leader is aware and has the situation under control. Its no different in business. As managers, we are often tempted, when there