Career Advancement
NOVEMBER 19, 2018
In doing so, you’ll craft a reputation as a person who’s great at the particular kind of work that really fuels you. Spearhead an exciting project, delegate responsibilities to team members, and give them positive feedback to coach them along. That will guide what you want to be known for. Remember that cause you support?
Great Leadership By Dan
MAY 22, 2012
And if you’re manager, that’s the kind of reputation you should aspire to have. It helps with recruiting and retaining the best employees, allows you to delegate so you can focus on what you’re being paid to do, or even take a vacation now and then.
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Persuasive Powerhouse
JUNE 13, 2010
When you change the negative habits above to more positive ones, you will: be fully present to the individuals and the needs around you talk less and listen more, gaining wisdom and the reputation as a leader who cares become more inclusive, extending the invitation to participate, and releasing the potential of your team open your mind and your heart (..)
Persuasive Powerhouse
SEPTEMBER 8, 2010
That story made the rounds for several months and damaged that exec’s reputation. This would be difficult, if not impossible, on an administrative assistant’s salary, and showed a great lack of other-awareness on the part of the exec. Bret Simmons : September 8, 2010 at 1:48 pm What an idiot.
Great Leadership By Dan
AUGUST 6, 2020
Even Moses had a reputation as a micromanager who couldn’t give up control or delegate; his father-in-law Jethro telling him “This thing you are doing is not good – you will surely wear away you and those who are with you”. As God lives, for every letter that comes to me, it is read.”
Harvard Business Review
NOVEMBER 3, 2014
Once upon a time, executive coaching was viewed as a remedial intervention for executives and managers who needed to be “fixed” in some way. Coaching was even sometimes viewed as “outsourcing” the management of a difficult employee. Be blunt with the coach – blunter than you would be with the coachee.
Harvard Business Review
NOVEMBER 3, 2014
Once upon a time, executive coaching was viewed as a remedial intervention for executives and managers who needed to be “fixed” in some way. Coaching was even sometimes viewed as “outsourcing” the management of a difficult employee. Be blunt with the coach – blunter than you would be with the coachee.
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