Zero tolerance for drama doesn’t work. In fact, it might be one of the most obvious signs of a drama-based culture because it reflects a misunderstanding of the purpose of conflict. Drama is what happens when people struggle against themselves or each other, with or without awareness, to feel justified about their harmful behavior…. Read More»
The workplace is changing dramatically. The heart-centered leadership types who are willing to let go of their egos, have high emotional intelligence, and try to do the right thing will succeed faster, and it will be easier for them to make the transition. Why? Because they understand the real purpose behind these changes. Their leadership will be more authentic, and their stakeholders will follow them willingly knowing their leaders have everyone’s best interest in mind. … Read More»
Management malpractice, managers’ actions that don’t lead to positive outcomes for the company and its people, can be overcome. Practicing recognition that incorporates the above rules will position you to achieve greater results in your business and increase employee commitment. Your employees will appreciate it, too…. Read More»
We typically think of customer contact “feedback” and evaluation as judgmental opinions, not as instructive information. We think we need cold, hard data to instigate accurate change. Consider the word itself. “Feeding back” implies nurturance, like returning important nutrients to the soil through fertilizer. Customers will more likely give you their lessons that “fertilize” your customer service if you approach them as a student eager for a lesson rather than as a student uneasy about getting a grade…. Read More»
Everyone has their own way of dealing with others. Especially when it comes to motivating and inspiring our employees. However, research from Goleman, Boyatzis, and McKee suggests we all fall into one of six leadership styles. The more we know about these styles, the easier we can use them to our advantage. So, what kind of leader are you?… Read More»
Growth has many wonderful consequences – more opportunity, more reach, more influence, more volume, and more! The truth is, there are also more challenges with a rapidly growing enterprise. The systems, methods, processes and even the structure of a simpler day can falter under growth. These are good problems to have, but they are problems nonetheless. Sometimes people lose role clarity…. Read More»
Collaboration is a central part of our humanity; it’s how we have always accomplished important outcomes. From our ancestral history where working together meant survival to technology linking humanity across a global, virtual network, collaboration has always been the glue to achieving significant advancements…. Read More»
Trust in leadership should be more frequently discussed in HR and among entrepreneurs. The days of authoritative leadership are done. Employees no longer respond to a “do as I say” philosophy; they want to relate to their leaders. They want regular contact and communication and, most importantly, employees want to believe their leaders will have their backs when it matters most…. Read More»
In part one of our analysis of peer-to-peer recognition, we discussed how we use the concept of Merit Money to recognize team members at Happy Melly. Compared to traditional, management-based bonus systems, Merit Money encourages peer-to-peer recognition. Team members reward each other with points based on pre-defined company values. The Bonusly tool converts points into tangible rewards. When evaluating this system, four overarching themes surfaced repeatedly…. Read More»
We are all different. And our uniqueness brings strength to our workplace just like a forest needs all types trees to survive. Appreciating differences you encounter is important — it’s good for you and your organization!… Read More»
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