The Practical Leader

MAY 15, 2019

She writes, “The accidents and the resulting media attention together create a real wake-up call for Boeing… what’s required, however, is more than operational fixes. Identify those things you or your team directly control, can influence, and don’t control at all. Do the same for things you can influence.

Open-book 92

Open-book Consensus Engineering Brainstorming 92

The Horizons Tracker

SEPTEMBER 10, 2019

The researchers conducted several experiments to explore how the performance of individuals in a group can flavor our opinion of the entire group. What’s more, we often base this opinion on something as arbitrary as those employees who are numbered 1st or 2nd, such as the checkout operative in the 1st position in the supermarket.

Performance Review 70

Performance Review Trends Review Influence 70

You're Not the Boss of Me

JULY 13, 2009

In this scenario too, the performance review often becomes something we do to people rather than with them. But the reality is that performance assessment is important to both the organization and the people who work for it. In other words we operate on the principle that equity means treating everyone in the same way.

Performance Review 40

Performance Review Review PR Blanchard 40

Lead Change Blog

AUGUST 18, 2015

New employees hoped to avoid getting a “bad” boss and stayed worried about their pay raises and performance reviews. While the great majority of managers today believe employees exit for more money, research shows only 12% leave for compensation concerns. We live in a brain-based economy (not a brawn-based one).

Wilde 150

Wilde Disruptive Innovation Learning-by-Doing Open-book 150

CO2

AUGUST 1, 2010

Just Ask” leadership Business schools don’t teach courses on question asking, so leaders typically don’t study and analyze questions the way they would a quarterly report or a performance review. Anything the worker needed to know beyond that education could be learned on the job, from the manager. He or she is asking questions.

Management 79

Management Executive Coaching Leadership Strategic Planning 79

Harvard Business Review

SEPTEMBER 26, 2017

For example, pushing for change without being told to can ignite resistance from supervising managers and fellow colleagues. But what remains unclear is how this preference for risk-taking influences proactive employees’ actual performance. The Critical Role of Top Managers.

Middle Management 8

Middle Management Management Performance Review Project 8

Strategy Driven

SEPTEMBER 2, 2016

I developed the concept of integrating Pop Culture Wisdom with management training and business planning over the last 40 years. I conducted independent performance reviews of many. I served on boards of directors, search committees, awards panels, review boards and task forces for many. Communications programs for NPOs.

Strategic Planning 50

Strategic Planning Planning Ethics Learning-by-Doing 50

Harvard Business Review

MAY 11, 2015

And as anyone who has ever given or received a traditional performance review knows, this process can be highly subjective — even in the most metrics-obsessed organizations. While it might be easy to measure someone’s output on an assembly line, how do we decide how well a manager manages or a leader leads?

Management 8

Management Performance Review Review Mission Statement 8

Harvard Business Review

FEBRUARY 10, 2016

This company operates on a hub-and-spoke management structure, where significant decisions are referred to one’s formal boss rather than to whoever is best suited to make the call, regardless of hierarchical positioning. The management structure gave the company the ability to make decisions quickly in the early days. (In

Company 8

Company Management Performance Review Review 8

You're Not the Boss of Me

JANUARY 27, 2009

As a “boss&# your job shifts from what it was before and becomes leadership and management. Leading and managing operate in partnership with each other. Basically, Leadership is about influence. Management is about control. Something to think about: In my new role, what activities do I manage?

Leadership 40

Leadership Blog McCarthy Brand 40

You're Not the Boss of Me

NOVEMBER 21, 2010

This speaks to the dangers of clinging to, and operating from, narrow perspectives. I believe the goal for leaders in this century is to widen the lens of their thinking by challenging not only their own assumptions but also the beliefs and biases on which their organizations operate. How they manage conflict.

Learning Organization 56

Learning Organization Senge Organization Learning-by-Doing 56

You're Not the Boss of Me

OCTOBER 31, 2010

They are also imposed to provide structure in organizational settings that support the work and build a broad framework within which individuals are free to operate and contribute. In general, rules are put in place to ensure personal safety and to keep things in balance. Some people are of the opinion that rules are made to be broken.

Maturity 50

Maturity Blog Merchandising McCarthy 50

You're Not the Boss of Me

MAY 30, 2010

This video speaks to the culture that is prevalent in more workplaces than any of us would like to admit, workplaces that operate on the basis of positional power with an undercurrent of fear. How might you influence change in that direction? Some things to think about What kind of culture exists in your workplace?

Video 44

Video P&L Blog Long-term 44

You're Not the Boss of Me

NOVEMBER 7, 2010

Leaders who operate from a platform of good manners and civility know that: Everyone likes to feel acknowledged and important I started my work life in the mailroom of a bank. Some of the department managers received their mail with good grace, responding with a well-placed thank you and a smile.

Blog 79

Blog Politics Self-aware Learning-by-Doing 79

HR Digest

FEBRUARY 4, 2022

Lack of understanding about this often leads to increased levels of turnover and increased costs in hiring replacements, both at the management (CEO) level or at operational levels, not just in terms of HR cost but also the time that could have been saved had this understanding been reached much earlier. . Workplace Culture Examples

Development 98

Development Morale Teamwork Reference 98

You're Not the Boss of Me

NOVEMBER 28, 2010

After all, it stands to reason that we do our best work when we are operating from our strengths. There are all kinds of teams… independent teams, interdependent teams, multi-disciplinary teams, sports teams, project teams, self-managed teams. And, I expect we are that much happier about it too. Of course, nothing is simple.

Team 50

Team Blog Teamwork Learning-by-Doing 50

You're Not the Boss of Me

SEPTEMBER 26, 2010

A long time ago, I had a boss who was the designated Manager of a large department in an even larger financial institution. As time passed, this Manager, having performed exceptionally well, was promoted to Assistant General Manager of the entire region. His office was in the corner.

Organization 44

Organization Blog Learning-by-Doing Bottom-up 44

Harvard Business Review

OCTOBER 3, 2013

At this meeting, a senior leader announces that since targets were not reached, 150 managers will be laid off, and the purpose of this meeting is to create a list identifying exactly who those people will be. One factor that wasn’t very predictive, it turned out, was a history of good performance reviews. In the 1960s Melvin J.

Performance Review 12

Performance Review Review Ethics Resistance 12

You're Not the Boss of Me

MARCH 28, 2009

This, in addition to establishing other operating principles for the time participants are together, makes for an environment where people can feel comfortable speaking their minds. The Abiliene Paradox points out to me that it is just as important to manage agreement as it is to manage disagreement. What do you think?

Abilene Paradox 40

Abilene Paradox Blog Long-term Project 40

Harvard Business Review

MAY 6, 2016

Research has shown that leaders’ decision making, communication style, and dark-side tendencies are influenced by the geographical region in which they operate. Below we review six major leadership types that illustrate some of these findings. In other words, good leadership is largely personality in the right place.

Leadership 8

Leadership Leadership Styles Consensus Cooper 8

Harvard Business Review

MAY 15, 2018

Yet most organizations don’t manage internal collaboration productively, and assume that technology or formal org charts can yield agility. All of these points of execution are essential for organizations, yet all encounter inefficiencies unless they’re managed as a network.

Agility 14

Agility Team How To Project 14

Harvard Business Review

JANUARY 10, 2012

Given the fact that traditional career paths are extinct in most industries, managers have few guideposts for advancing to the executive level. Worse, most managers operate under four misconceptions regarding career advancement. Confidence that you'll get the feedback you need from your boss in your annual performance review.

Positioning 15

Positioning Career Execution Project 15

You're Not the Boss of Me

JANUARY 9, 2011

Of course, a great place to start is with leaders in whatever capacity that is, whether line managers or leaders of nations. The recent info that comes from neuroscience points the way to the need for a completely new emphasis and style in management and workplace relationships.

Blog 58

Blog Review Leadership Follow-up 58

Engaging Leader

AUGUST 25, 2015

Focusing on goals establishes a business culture of innovation and collaboration because you are measuring ongoing operations, not a single point in time. For organizations to drive better performance, goal setting should be done frequently, and should focus on just a few high-quality, high-impact goals.

Goal 100

Goal White Paper Bottom-up Operations 100

You're Not the Boss of Me

JUNE 15, 2009

The Penguins were delighted with the idea that Perry would bring a refreshing new perspective to their operation and Perry, being an ambitious sort, was equally delighted to be chosen. At first, the relationship between him and the penguins was a good one. But then, the tide changed.

Gordon 46

Gordon Open-book Library Diversity 46

Harvard Business Review

MARCH 19, 2014

In our research on change agents at the Phoenix Community of FCB Partners , we have found that there are three distinct challenges which require different kinds of change leaders: (1) transformational leaders, (2) innovation instigators, and (3) innovation managers. The Innovation Manager. The Transformational Leader.

Balanced Scorecard 8

Balanced Scorecard Innovation Globalization Micromanagement 8

You're Not the Boss of Me

JUNE 12, 2010

I think the issue is that all generations should have the skills to operate in every arena. No condolence messages by text perhaps. Then you have to factor in environmental concerns with paper usage! As a shining example my Mum (86) Queen of the Thank You Card, who actually cross stitches her own cards – is on Facebook!

Blog 41

Blog Course Examples Letter 41

N2Growth Blog

MARCH 23, 2010

Posted on March 24th, 2010 by admin in Miscellaneous , Operations & Strategy By Mike Myatt , Chief Strategy Officer, N2growth Is the customer really always right? Much like you have performance reviews for your employees you should conduct an analysis of how your customers are performing. I Think Not.

Blog 345

Blog Brand Cost Bottom-up 345

Harvard Business Review

JUNE 24, 2015

In the survey, employees called out the kind of management offenses that point to a striking lack of emotional intelligence among business leaders, including micromanaging, bullying, narcissism, indecisiveness, and more. I have some feedback for you… Don’t wait for a performance review to tell people how they’re doing.

Emotional Intelligence 8

Emotional Intelligence Energy Micromanagement Survey 8

You're Not the Boss of Me

MAY 5, 2009

And so, perhaps it becomes even more important to not only establish a discipline around speaking plainly ourselves but also ask others to adopt it too.sort of like an operating principle for talking to each other. I think using jargon does help to give the impression that we understand more than we actually do. They are always appreciated.

Delegation 45

Delegation Blog Wilde Learning-by-Doing 45

You're Not the Boss of Me

JANUARY 4, 2010

It is the core facet of how humanity has operated since history began; to share resources, to learn, and to instruct in kind. In my early career I consulted with companies to implement organization-wide changes — new technology, management training, downsizing, merging, many types of changes that affected their people.

Learning-by-Doing 41

Learning-by-Doing Media Blog Technology 41

Harvard Business Review

JANUARY 30, 2013

If you can't stand the idea of having your manager's job, you need to think hard about what's next. If you think your manager wouldn't be open to that kind of discussion, Gulati advises looking at your last two annual performance reviews. "Do You don't want your boss's job. You're consistently underperforming.

Reputation 12

Reputation Case Study Short-term Cost 12

You're Not the Boss of Me

APRIL 11, 2010

I think the difference is that a bossy woman operates from a place of love and a bully from a place of personal power. Reply Gwyn Teatro April 12, 2010 at 4:00 am Ginny, And you are an accomplished bossy woman too! I love your pride in it too. Your comments have me thinking about the difference between a bossy woman and a bully.

Leadership Styles 48

Leadership Styles Blog Bottom-up Definition 48

Strategy Driven

AUGUST 3, 2012

This review is the basis for most elements that will appear in a strategic plan, including the organization’s strengths, weaknesses, opportunities, threats, actions, challenges, teamwork, change management, commitment, future trends and external forces. Management is concerned that resources are not concentrated on important things.

Review 57

Review Company Strategic Planning Industry 57

Harvard Business Review

OCTOBER 8, 2018

What’s important to understand is that there are different levels of construal, ranging from low to high, and whatever level we’re operating on has effects on our attitudes and actions. For example, one of your activities might be holding performance review discussions with employees. ” Adapted from.

Power 8

Power Short-term Learning-by-Doing Long-term 8

CoachStation

SEPTEMBER 7, 2018

Few managers and leaders are conducting useful one-on-ones and when they do, often miss the mark in making them effective and productive. Two of the most important, yet under-rated skills for managers and leaders are listening and questioning. This means that all aspects of the employee’s performance and mindset are discussed.

Management 130

Management Blanchard Self-aware Learning-by-Doing 130

You're Not the Boss of Me

APRIL 25, 2010

→ April 25, 2010 · 11:55 pm ↓ Jump to Comments Managing Your Personal Impact …One Boss’s Story Once upon a time, there was a Boss who was very sure of himself. I will be conscious of my moods and do my best to manage them in a way that does not negatively affect those around me. He was strong and competent.

Self-aware 40

Self-aware Management Blog Open-book 40