In today’s world we’re not really encouraged to think, and by that I mean to wrestle long and hard over issues that involve different mindsets, considering tradeoffs, and then arriving at specific well thought out conclusions.
As a leader have you ever looked into your business to discover where the execution blockages are? There only needs to be one square peg in a round hole for there to be a problem.
Want a boost in team productivity? Do a check of your team’s three “E’s”: Energy, Engagement and Exploration.
While numbers can provide the bottom line story that CEO’s want to hear, the “how” of getting to a high level of team performance might surprise you.
In today’s work environments where staff members are promoted to managers and leaders because they were really good at their craft, we oftentimes miss the most important ingredient as to whether they can truly be successful in their new role. Do they really understand how to manage and motivate people?
Just as a business relies on its contact record database as its sole source of record keeping, we are becoming the standalone and single source of understanding and matching employee and customer behavior.
For organizational leaders, success is tied to the well being and the performance ability of staff members.
Conflict in the workplace is disruptive. It can have a negative impact on productivity, and may pose a threat to other employees. The quicker you can resolve a situation of conflict the better off your employees will be.
Many people spend more time with business associates than they do their families–all the more reason to address the culture and climate of the workplace.
When team decisions are high risk and with potentially high impact, it’s important to get everyone’s thinking and judgment