As a new manager, Jordan was excellent at facilitating team and one-on-one decision-making meetings. Her boss praised her for creating an environment of mutual trust, open sharing, creativity, and energy. However, Jordan was continually disappointed in the output of the team. Work was not getting done when she was expecting it to get done. Instead of letting this frustration get
The words people say and actions people do on a consistent basis define the culture of a group. I was sitting in the lobby of a company for the first time. During my five minutes of waiting, three people looked me in the eyes, smiled, and greeted me. One person walked up, introduced himself, and welcomed me. Based on these
Gavin walked into the office on Monday morning with purpose in his stride and a feeling of confidence. It was the start of a new quarter. As a salesperson, Gavin felt the feast or famine pressure of hitting the sales numbers every three months. He just hit the top tier sales quota the previous Friday by $5,000 and was
Our post this week is written by Jim Davis. Jim is a trusted colleague whom I have worked with for nearly ten years creating and delivering leadership development training programs. He draws from a wealth of unique experience, and has a passion to inspire people to be confident and authentic leaders. ~ Todd During the second half of my 20’s,
“Twenty-eight, twenty-nine, thirty – Ready-or-not, here I come!” I was playing hide-and-seek with my kids the other day. It was a joyful time of trying to find the elusive spot that no one would find, and surprising a child tucked in a cabinet or under a blanket that would erupt into giggles. I have many fond memories playing hide-and-seek as
The Systematic Leadership Model is a simple process that is incredibly valuable when moving a new product or service. Enjoy this short training video, and don’t forget to download the Systematic Leadership Style Assessment, available at this link and on our resources page.
Recently, I was delivering a training session on the principles and skills of giving and receiving feedback to a group of people in India. During a break, one of the participants pulled me aside and asked, “How do you know when to give feedback?” With some probing, I discovered the actual question was, “How do you know when to give
I have often heard the statement, “You should hire people who are smarter than you.” You might want to reconsider this proposition before jumping on the bandwagon of this leadership ideology. To begin, let me define a smart person. This is someone who is the expert in his or her field of work. This person is skilled, talented, wise, and