Isn’t this true for you? People perform best at work when they know their viewpoints, opinions, and contributions count — when they feel heard. When that happens, we all feel more engaged.
Isn’t this true for you? People perform best at work when they know their viewpoints, opinions, and contributions count — when they feel heard. When that happens, we all feel more engaged.
I've been around the block a few times. The employment block that is. I've worked for small companies, large corporations, and mom-and-pop businesses. It doesn't matter what size or type of business it is, bad leaders and good leaders exist everywhere.
For the moment, let's accept that Marshall Goldsmith's famous phrase - what got you here, won't get you there - is true.
You've just spent $1,000, $10,000, $100,000 - whatever amount - on a training program to teach your managers and leaders to communicate better with others, to lead situationally, to give better feedback, or some other relevant topic that you believe will positively impact leadership, productivity and engagement at your organization. The happy face feedback is spectacular - a roaring success.
How do you keep this work alive in your culture?
A client recently posed that question. He's the President. He's also a change agent, leading a cultural evolution.
His is an unusual request, actually, as most organizations fall into the Check It Off the List box. One and done. Then, months later, they look around and notice, gosh, nothing has changed! That class must not have worked!
Here's the fact of the matter: any leadership training, or communication or interpersonal training is a change initiative. Treat it with the respect it is due.
Here are ideas for successfully sustaining the work.
Executive Presence is frequently talked about in the business world. It’s meant to describe those employees who have the “right stuff” for promotion into leadership roles and positions. While many might believe they possess the proper leadership competencies and personality traits to move up, their boss and peers might not have the same perspective.
