Now that I have your attention, let me make one thing completely clear: you can not change others! Not bosses. Not employees. Not co-workers. Not family. Maybe especially not family -partners, children, or parents! People change their behavior, beliefs, and life circumstances only when they are ready. Simply put, they ‘gotta wanna’! One of my readers wrote seeking advice about several obstacles his wife faced at work. As I read his email, I could see that part of the issue was her unwillingness to speak up and try to change her circumstances, which was a source of frustration to him. He was sympathetic and concerned, but she was in a difficult situation that wasn’t going to fix itself. So what does one do in this situation?
There are a lot of baby boomers in the workforce and many of them think they are victims of age discrimination. Ironically, many of the boomers’ children and grandchildren also blame age discrimination and believe they are being overlooked because they are too young. Some in both groups actually are victims of age discrimination. The others are just…
Even my best clients have been known to forget some of the most critical distinctions, so I thought some reminders were in order.
It’s April. Time’s a flying! Have you blocked out time for your 2019 vacations? If not, get on it before you miss the boat!
I used to hate giving feedback. I hated that uncomfortable feeling of delivering bad news or confronting employees who screwed up or came up short. I didn’t know anyone who felt differently. I still don’t. I am hoping this article changes that.
I had a really nice trip to Washington, DC at the end of February to work with a client. One of our goals was to create more honest, open communication so people can say what needs to be said without tiptoeing, squirming, avoiding, or unleashing untold anger. It was a great success.
When stuck on a tough decision, even if using my process for SOARing through Decisions, stop and make a list of the fears, factors, and forces that are making it tough.
In my last newsletter, I wrote about “Metric Madness” at nonprofits. The very next day, a perfect example made its appearance in the Boston Globe: Study urges curriculum shift to aid Boston students’ success in college. In a nutshell, the Boston Public Schools decided not to require the state-wide MassCore college preparatory curriculum, reportedly because they thought it would hurt graduation rates.
It’s all the rage to measure results and progress. Which is good! But, if you don’t know what to measure, it can be a disaster. I work with a lot of nonprofits that are really struggling to figure this out. Time for a dose of clarity! There are three basic types of metrics.
With the trust of your employees and colleagues, you can accomplish amazing things. Trust generates commitment. It generates energy. It encourages people to think for themselves, speak up with confidence, and assume greater responsibility. It eliminates the stress and waste associated with self-protective behaviors. When others trust you and believe you have their best interests at heart, they can be a better version of themselves. Everyone wins. So how does a leader build trust? Here are eight steps that will help you become a trusted leader able to accomplish amazing things.