Relationships rely on integrity. We trust stores will give us a fair price. We presume distributors will represent us fairly in the marketplace. We expect healthcare providers to make decisions in our best interest. Especially in the legal realm, we count on Judges to use good judgement.
It’s no different inside our companies. Employees expect to be treated fairly. We trust our coworkers to be honest in their communications with us. We want and expect a “what you see is what you get” environment. And when this environment is achieved, productivity increases, and turnover is reduced.
I listened to a Ted Talk with speaker David Brooks who introduced the virtues of our two selves represented by our resume and our eulogy.
You can visual these two parts of ourselves first by the way we draft our resume, usually during a time of transition. We summarize the value of our education and work history. We list our core skills and any accolades we have earned along the way. We hope those who read our resume will also see growth, vision, and a continued pattern of improvement. We’ll refer to these characteristics as our outward selves.
What is your leadership style? Whether you are the CEO or you manage a team of 2, you have a style. Do you tell everyone exactly what you expect and how to get it done or do you ask for input on the outcome of a project? Are you disappointed when a project is late but can't tell where it went off the rails? Or are you involved in every step of each team members process? Or are you somewhere in between?
Since it’s highly unlikely that you’re joining a monastery or moving to a beautiful island in the South Pacific, here are 6 PRACTICAL TIPS to manage your own stress, create calm and be that person who seems totally at peace even when the office brat is yelling (again).
This is life, this the long game. Consider yourself a lifelong learner and then make a commitment to seeing where your path might take you with the smallest investment of time and attention on your single greatest asset… your self.
Here are 3 common mistakes and what you can do to ensure your leadership development program avoids them: 1. Failing to identify the objective 2. Miscalculating the work it takes 3. Refusing to invest in the entire company.
Every organization and team has a culture, one that is constantly growing and changing. Culture isn’t a set of “Mission Vision Values” on the wall at the front desk, it’s a set of dynamic relationships that every individual either contributes to or detracts from every day.