Leading Blog

DECEMBER 28, 2022

A S A LIFELONG communication skills coach, I was asked recently by one of my colleagues how important individual coaching attention is for a person to learn and grow at any stage of their career. Some folks who want to share advice or questions for us to ponder don’t have our best interests at heart.

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Development Self-aware Executive Coaching Mentor 248

Career Advancement

NOVEMBER 5, 2018

As Jeremy prepared to give performance reviews for his employees, he was struck by this realization: Most of their shortcomings had nothing at all to do with ability. For some, it can sabotage promotions or careers. If you’re dreading a particular task, find ways to make it more manageable. Be on your own side.”.

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Delegation Micromanagement Advice Learning-by-Doing 222

Eric Jacobson

JANUARY 4, 2012

Here are five important questions you , as a manager and leader, should ask during employee performance reviews: What have I done to help - or hinder - your job performance? What can I do in the next review period to help you achieve/improve? How can I help you reach your career goals?

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Performance Review Review Armstrong Handbook 70

Skip Prichard

FEBRUARY 19, 2020

The Key to Business and Career Success. These leaders never micro-manage. In a blog published February 19, 2017 by former Uber engineer Susan Fowler, she outlined how her sexual harassment complaint to the Uber human resources department against her team manager was ignored. ” -Stan Silverman.

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Silverman Career Succession Ethics 114

Career Advancement

MARCH 4, 2019

Develop a plan for how to help employees reach the goals you’ve set together during your performance review s. Ask if she has questions or needs advice, so she knows it’s okay to feel confused or want feedback. Show your people that strong leaders have questions, need support from others, and solicit others’ advice.

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Micromanagement Stress Performance Review Executive Coaching 264

Coaching Tip

SEPTEMBER 28, 2014

Shouldn''t business owners and managers regard the annual review of their own performance and think of their employees as coworkers? Ask each person being reviewed to evaluate him or herself and to write down their accomplishments of the past year and goals for the coming year. Separate Feedback from Performance Reviews.

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Review Performance Review Self-aware Tools 115

Great Leadership By Dan

MARCH 4, 2014

My mother always told me if you just kept your head down and did good work, you would get ahead in your career. While there is certainly some truth to that advice, there’s a lot more too it when it comes to getting noticed for your leadership potential. Navigates ambiguity. Conceptual thinking. Cultural fit 10.

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Self-aware How To Performance Review Learning-by-Doing 265

Leading Blog

MARCH 22, 2017

They fail to cultivate relationships with professors or staff on campus who might lend advice or act as mentors. Selingo has distilled a lot of wisdom into five often overlapping skills needed to succeed in your career and life. The recent graduates who succeed in their careers are flexible about how they learn.

Skills 161

Skills Learning-by-Doing Mentor Career 161

Great Leadership By Dan

NOVEMBER 4, 2016

Top 3 Strengths: List the employee’s top 3 strengths, from last performance review or other assessments. Top 3 Development Goals: Development goals are areas in which if strengthened, the employee’s performance would improve in their current role or they would help prepare the employee for potential future positions.

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Planning Development Performance Review Mentor 120

Chartered Management Institute

MAY 3, 2023

As the importance of open and honest leadership continues to dominate the media spotlight, I find myself reflecting on how vital relationships are to building a positive working environment, and how important it is for all managers and leaders to develop this skill. You can learn more in FE News. Enjoy the rest of your week.

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Policies Article Skills Learning-by-Doing 121

Eric Jacobson

AUGUST 2, 2016

Here are five important questions you , as a manager and leader, should ask during employee performance reviews: What have I done to help - or hinder - your job performance? What can I do in the next review period to help you achieve/improve? How can I help you reach your career goals?

Armstrong 50

Armstrong Handbook Performance Review Review 50

Lead Change Blog

FEBRUARY 4, 2020

Yet many supervisors and managers on the road to becoming valuable and valued leaders fail to do so. Bernd Geropp provided How to become a better manager at work. Bernd shares: “As a manager today, it isn’t enough to just simply focus on results and the financial bottom line. Find Bernd on Twitter at @moreleadership.

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Leadership Development Development Leadership Simon 268

Jesse Lyn Stoner Blog

MARCH 25, 2013

You’ll find much practical advice, whether you are a CEO or desire to be a better leader at any level. I was surprised at the number of reluctant managers I came across. I am delighted and honored that he accepted my offer and that I am able to share his wisdom with you here. Guest Post by Les Hayman.

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CEO Performance Review Review Learning-by-Doing 217

You're Not the Boss of Me

JULY 20, 2009

And then I began to think that my eagerness to put the discussion behind me was not unlike the very real tendency for organizations to plough through the performance review process quickly… primarily to get away from it. I think it is partly because performance reviews require human beings to make judgements on each other.

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Performance Review Review PR Blog 44

Harvard Business Review

AUGUST 3, 2015

There’s growing evidence that conventional performance reviews are not working. According to a CEB analysis, organizations can only improve employee performance 3% to 5% using standard performance management approaches. As my company grew, I started seeing the issues with conventional reviews firsthand.

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Performance Review Review Human Resources Servant Leader 8

Kevin Eikenberry

JANUARY 17, 2011

Plus, through the contributions of Guy and I along with a growing list of other leadership, career development and HR thought leaders we’ll help you continue your path towards leadership confidence and success. The best news is that you don’t have to wait until you get your copy of the book to gain value from this Community.

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Open-book Workshop Video Blog 176

Harvard Business Review

AUGUST 27, 2013

As the story goes, Walt Disney had a key piece of advice to the executives planning the Magic Kingdom: Build the castle first. Building a successful career is equally arduous. This blue-sky thinking will serve to sketch out your career castle construction strategy. With whom would you like to share that space?

Construction 17

Construction Career Mentor Seminar 17

Persuasive Powerhouse

JUNE 15, 2010

I teach coaching skills to groups of managers regularly; every individual executive client I have gets taught coaching skills in some way or another; and of course, I practice coaching myself (I call it “practice” on purpose). The best will raise the bar on their own performance on an ongoing basis. And how true.

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Short-term Long-term Skills Blog 196

Eric Jacobson

OCTOBER 16, 2019

They provide the following great advice about giving feedback: 1. Make it timely -- give your feedback as soon as possible to the performance. Make it productive -- focus your feedback on the performance and not the performer. Eric Harvey and Al Lucia wrote a booklet called, 144 Ways To Walk The Talk.

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Tips Advice Productivity Products 50

Harvard Business Review

AUGUST 29, 2016

When you’re managing managers, your responsibilities are two-fold: you need to make sure they’re producing good work (as with any employee) and that they’re effectively supporting their teams. Here’s how you can fill in the gap and help your direct reports be great managers. What the Experts Say.

Management 13

Management How To Report Learning-by-Doing 13

Harvard Business Review

JULY 26, 2012

The best way to understand the trajectory of your high performance career tomorrow is to look at what's happening to college undergraduates today. — nature of educational advice and assessment will increasingly define how you and your colleagues get hired, fired and promoted. That represents a cultural revolution.

Career 15

Career Company Human Capital Education 15

The Practical Leader

OCTOBER 17, 2011

We define a fatal flaw as a competency in which you receive: Strong negative feedback results (and/or poor performance review results). A leader can have a fatal flaw at any point in their career. When a competency is mission-critical, average performance is never good enough.

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Review Training Performance Review Article 63

Harvard Business Review

OCTOBER 24, 2018

Many managers of data science teams become managers because they were great individual contributors and not necessarily because they have the skills or training to lead a team. (I Great data scientists have career options and won’t abide bad managers for very long. What does it take to become a great manager?

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Team Management Diversity Long-term 8

You're Not the Boss of Me

NOVEMBER 7, 2010

Some of the department managers received their mail with good grace, responding with a well-placed thank you and a smile. It was a small gesture but always with a big result and a willingness on my part to do more for those managers who had taken the time to acknowledge my existence despite my lowly placement on the hierarchical ladder.

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Blog Politics Self-aware Learning-by-Doing 79

Eric Jacobson

SEPTEMBER 1, 2010

skip to main | skip to sidebar Eric Jacobson On Management And Leadership Welcome! This blogs tips and ideas are perfect for managers and leaders of all types of small to large businesses and nonprofit organizations. What can I do in the next review period to help you achieve/improve? How can I help you reach your career goals?

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Performance Review Review Mentor Mission Statement 55

Great Leadership By Dan

SEPTEMBER 12, 2013

15 percent of Millennials, also referred to Generation Y, are already managers. By understanding how millennials operate and managing them properly, you can retain them and set them up for leadership success. In a new study I worked on with American Express, we found that managers have a negative view of millennials.

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Organization How To Mentor Performance Review 251

Harvard Business Review

NOVEMBER 6, 2015

These managers can give feedback but can’t make their people take it. ” “Whenever I schedule a performance review with Ellen, she calls in sick.” ” My advice to leaders in these situations is to take a break from giving other performance-related feedback. Or can they? Get curious.

Performance Review 8

Performance Review Commitment Review Advice 8

Leading Blog

JANUARY 17, 2018

Powerful is a book of advice gained from her experience at Netflix. When McCord began her career in Human Resources at Netflix, she began working with Reed Hastings to identify the behaviors that they wanted to see become consistent practices and worked to instill the discipline of actually doing them.

Performance Review 208

Performance Review Human Resources Incentives Review 208

You're Not the Boss of Me

JANUARY 22, 2011

If you are a leadership veteran, what advice would you give new leaders? One of my earlier experiences in becoming a leader and supervisor was during my career in the Air Force. If you looked at the clip, what did you notice about the relationship between Colonel Shaw and his second in command? What else did you see?

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Shaw Leadership Hersey Blog 58

Harvard Business Review

OCTOBER 21, 2014

References provide “an accurate, third-party assessment of your strengths and weaknesses so managers can hire knowing full information,” he explains. You want your references to present a consistent story about who you are, what you are good at, and what it is you want to do” with your career, she says. Understand your options.

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Reference How To PR Case Study 13

Harvard Business Review

APRIL 6, 2018

I did it earlier in my career but these days I just say no.” Below is a roundup of advice from successful women of color on how to turn down these office housework requests without being penalized. Check with your manager. ” Rezvani advises setting up expectations in advance with your manager.

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Mentor Committee Career Performance Review 14

Harvard Business Review

DECEMBER 14, 2018

But don’t just sit back and wait for that painful performance review. You need to have a conversation with your manager sooner rather than later. Dick Grote, a management consultant and author of How to Be Good at Performance Appraisals , says you must do two things to preserve your professional standing.

How To 15

How To Long-term Case Study Bottom-up 15

You're Not the Boss of Me

MARCH 20, 2009

Now more than ever leaders and managers need to get creative. Your advice is timely, and not at all frivolous, when you consider the positive effects of engagement and letting go of fear for teams. Susan Mazza March 22, 2009 at 2:05 pm This is a great example that fun doesn’t have to cost money or take a lot of time.

Advertising 40

Advertising Blog Stress McCarthy 40

Harvard Business Review

SEPTEMBER 22, 2016

It’s hard to say who dreads critical feedback more: the manager giving it or the person receiving it. As the receiver, it can be uncomfortable and stressful to hear that you’re not performing well. That’s how we get better at our jobs and advance in our careers. Thank your manager for giving it.

Construction 8

Construction Advice Performance Review Management 8

Harvard Business Review

APRIL 14, 2017

Maybe it’s your performance review. Or (unsolicited) advice from a colleague. And besides, their advice wouldn’t even work. This is contrary to every piece of feedback I’ve received my entire career. He meant that he wanted her to rethink how she was managing her team meetings.

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360-Degree Feedback Creativity CEO Learning-by-Doing 14

Harvard Business Review

SEPTEMBER 3, 2018

As my experiences from being a rookie accountant to a managing director at an investment bank have taught me, conversations between women have massive benefits for the individual and the organization. As I advanced in my career, I hosted women-only lunches and created open channels of communication. alice mollon/Getty Images.

Power 8

Power McKinsey Attrition Learning-by-Doing 8

You're Not the Boss of Me

FEBRUARY 9, 2010

As a boss too, I strive for transparency in my dealings with others and that means I talk to them, ask for their opinions and listen to their advice. And, when they make mistakes, they own up to them and are willing to share their lessons with others. I feel well rewarded and highly regarded.

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Blog Budgeting Competitive Advantage Crisis 43