One of the most important leadership lessons of my life happened five minutes after I stepped off that stage. I’d been giving out recognition awards on my massive “road trip,” a 27 states in 45 days kind of tour of motivational kick off meetings in Verizon Wireless’ outsourced call centers. I was the “client”–read that “scary exec”–who was doing
“Expectations” is one of my favorite topics. Today, please enjoy the lessons of expectant leaders, from leader and guest blogger Dave Bratcher. Ever wonder why performance is not at the level you expected? We often look through the rear view mirror to analyze our performance. Just as the mirror suggests, “Objects in mirror are closer than they appear.” They are closer because the one who is
Someone asks you to be their mentor. You’re not sure you can commit. It’s a lot of time, and you’re already overloaded. Plus you’ve mentored in several formal mentoring programs and it felt forced and awkward. Formal programs can stifle a good relationship. Even organic relationships can lose steam with too much structure. Worse, many connections never start for fear of
This month’s Frontline Festival is all about Feedback and Coaching. I am delighted by the outpouring of submissions. It’s an amazing line-up.
Lolly Daskal, encourages us to take some risks in giving feedback in her post, We Need a Courageous Conversation “In most organizations, and in our relationships, we’re all so busy being polite with everyone that we’re either
Have you ever received frustrating feedback? Have you ever wanted to shout, “are you freaking serious?” “Have you looked at the impact YOU are making?” “I don’t want to roll like you.” How do you know if the feedback is frustrating because it’s wrong or because it’s exposing a sensitive blind spot. What if it comes from your boss? It’s VERY
They say “feedback is a gift,” but much of the time it does not feel that way. So, what was different this time? It was a cool, crisp night. The warmth of the make-shift spotlight was both frightening and friendly as I stood ready to give my final speech at the SCORRE conference. Frightening because my own expectations were high, and I knew the feedback would be deep, direct, and dead on. Friendly
Questions are powerful. They can motivate, and inspire deeper thinking. Great questions empower. Questions can also intimidate, frustrate and shut down people down. The most dangerous are those where the leader already “knows” the answer and is looking to see if the person will “get it right.” Closed ended questions can have a similar impact, if the leader only wants to hear “yes”
Have you ever thought of yourself as a brand?
Most people associate brands with companies, services or products– but don’t always stop to think about their personal brand let alone how to build it. This is a guest post from Jonathan Green.
“Jonathan is a culture evangelist who focuses on leadership development behaviors and communications strategies. His expertise is