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Just give me praise, please.
Recognizing a job well done or an “over the top” achievement is always welcomed by your people. Research has shown that praise and recognition are as important and, in some instances, more important than money.
For example, if you received a note written to you from your boss, you have likely kept that the longest in your drawer; in fact, you […]
So what is a mentor to do?
Research has proven that most people with mentors stay. Mentoring has become a way to transfer critical skills and knowledge, inspiring loyalty, improved engagement, buy-in, and increased productivity.
If the plan is to build a more inclusive organization, mentoring is a powerful approach. I see more mentoring in my consulting and coaching work; and I stress it wherever possible. Results are […]
Better is first.
Recently, I was referred to a CEO by a CEO client of mine. My client has experienced significant business growth in the past two years and mentioned our work to his friend.
We scheduled a “get acquainted “meeting at a coffee shop. Upon questioning him, he clearly stated he wanted to expand and get bigger. He has four retail locations in […]
If it ain’t broke.
I bet you could finish the line above; you likely have heard it or used it yourself. When things seem to be working smoothly, leave it alone. “If it ain’t broke, don’t fix it.” That’s right, save your energy for what isn’t working. First of all, if you have a system or process that is not functioning as it should, […]
Connecting with the Type A Treatment.
You know that connection is a key to developing the relationship and, in turn, developing people. It all starts with the leader connecting.
As leaders, we need to be very intentional when connecting with those we choose to lead. We need to remember they want to be seen. They want to be understood. They want to be valued. They want to […]
Your people want answers
As leaders, we know that many activities are critical to the organization’s success. Right now, I am identifying FOUR that we must intentionally improve. I believe we own the results; we may have selected someone on the team to execute—but ultimately, we own it.
Those four include selecting qualified people, setting expectations, training them, and developing them.
Below, I have selected some […]