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Casual Articles - Exercising People Strengths
He was concerned with the direction a decision was leaning, Jon said on his voice mail. Could I meet him for lunch in the cafeteria before Friday's meeting to talk it through?As peer managers involved in policy implementation, our departments would be impacted by any direction taken. Friday's meeting was with the decision makers; a discussion of pluses, minuses, timetables and resources needed for three options under consideration.Over lunch, we discovered our alignment. Option one required mandatory overtime, organizational
Businesses that fail, often forget to seek out the customer perspective. I have talked to some folks at businesses that were less than succesful, and when asked if they actively seek out customer comments, the answer invariably is no. Why don't they do that? Why not get the customer perspective?Oftentimes, the company is overconfident, and thinks they know what customers want. This myth, because that's what it is, can be upheld as long as the customer is not involved. However, the customer has a strong vote in the buying process, an
Your potential to be a Great Leader, to ignite passion, to inspire and move people--to be the kind of leader others CHOOSE to follow--is absolutely certain. The question is: How will you activate the untapped brilliance residing on your team? Fact: "Only 20% of employees working in large organizations feel their strengths are in play every day - - that means that most organizations operate at 20% of their potential and capacity!" (The Gallup Organization) Are you a GREAT People Manager?
If your organization happens to be operating at 20% capacity, what a tremendous opportunity to turn up the volume on the PEOPLE MANAGEMENT side of the business and start tapping the unrealized potential in every single employee!
Why not shift the energy from managing the work to coaching your people?
SHOW UP AS A PERFORMANCE MANAGER
The definition of a great manager is "someone who turns someone else's talent into performance," according to Marcus Buckingham, author of Break all the Rules and Now, Discover Your Strengths. "This is where my focus has been--not on whether someone can set a vision, change an industry, or inspire the troops (although this is all critical and wonderful). My focus has been on that part of the leadership that relates to how you multiply yourself through someone else and how you turn someone else's talent into performance. Most of those people who do this tremendously well are not necessarily people we put in the business press as heroes. We have interviewed over 80,000 great managers a
I had a message on my desk the plant manager wanted to see me. As a newly promoted fresh-faced department head I hadn’t been jaded to the fact I was wanted in the plant manager’s office. To my eagerness this was an opportunity for face time. To shine. To please my boss.He asks me to close the door and have a seat. The tone was stern and unemotional. His first question to me was, “Russell do you want to be a success in this business?” Of course! There was never a doubt. How could he question this? I answered immediately, “I’ll do wha
If your organization happens to be operating at 20% capacity, what a tremendous opportunity to turn up the volume on the PEOPLE MANAGEMENT side of the business and start tapping the unrealized potential in every single employee!
Why not shift the energy from managing the work to coaching your people?
SHOW UP AS A PERFORMANCE MANAGER
The definition of a great manager is "someone who turns someone else's talent into performance," according to Marcus Buckingham, author of Break all the Rules and Now, Discover Your Strengths. "This is where my focus has been--not on whether someone can set a vision, change an industry, or inspire the troops (although this is all critical and wonderful). My focus has been on that part of the leadership that relates to how you multiply yourself through someone else and how you turn someone else's talent into performance. Most of those people who do this tremendously well are not necessarily people we put in the business press as heroes. We have interviewed over 80,000 great managers
It has been 35 years since its founding and hip-hop continues to thrive in urban America. Once a block party fad that started in the Bronx, New York, hip-hop is now a $4 billion-a-year-music industry that spans the globe. Although it has always been the voice of inner city youth and young adults, hip-hop has evolved to include the 25 to 34 year-old demographic segment. Proving its staying power, for the past five years hip-hop remains the top-selling genre over country music and is second only to rock music. Formerly known as rap, hip-hop
Why not shift the energy from managing the work to coaching your people?
SHOW UP AS A PERFORMANCE MANAGER
The definition of a great manager is "someone who turns someone else's talent into performance," according to Marcus Buckingham, author of Break all the Rules and Now, Discover Your Strengths. "This is where my focus has been--not on whether someone can set a vision, change an industry, or inspire the troops (although this is all critical and wonderful). My focus has been on that part of the leadership that relates to how you multiply yourself through someone else and how you turn someone else's talent into performance. Most of those people who do this tremendously well are not necessarily people we put in the business press as heroes. We have interviewed over 80,000 great managers
Post 9/11 the world as we knew it changed forever. With the ever-present threat of terrorist attacks, the world has become filled with distrust and suspicion. With the increased emphasis on security issues today, it has become commonplace in almost all sectors, for companies and employers to take extra caution by running employment background checks into the credentials and records of potential employees. Background checks are not limited to just new applicants; even current employees may undergo background screening to help employers in t
Dictionary definitions of grievance are:• Grounds for complaint• A cause of grief• DistressA grievance might originate from any one of a number of sources. As a manager, you need to be able to listen actively to grievances. It will help if you appreciate the following key facts.Key Facts About GrievancesGrievances are often below the surface – they are the moans and groans that provide fodder for the grapevine. They are the hygiene factors of the Hertzberg view of motivation: those is
The #1 Leadership Success Factor
True People Managers are an endangered species. Yet, they are the most highly sought by the best organizations. In a study by Chief Executive Magazine and The Center for Creative Leadership, People Management skill was cited as the number one success factor for CEOs, executive teams and mid-level managers alike. For all levels, people management skill was considered to be the main driver - 40 to 45 percent - of a leader's success.
What People Management Quality Sparks The Highest Performance?
Individualization. Great People Managers know instinctively that the secret to great organizations is casting by individual strengths so that everyone can do a lot of what they do well.
"Great managers and leaders seem to realize that people are endearingly unique. You don't have 20 sales people--you have 20 individuals who happen to be sales people," says Cunningham. "You can either try to build your whole organization to try to fight against that or you can assume that your 20 sales people are the same and motivated by the same thing. You can either assume that--or you can ignore it and build your systems to try
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