An 11 Keys to Building Extraordinary Leaders and Coaches webinar participant e-mailed me with this observation and question: “It’s amazing that for so long our organization has been concentrating on improving employee weaknesses and seemed to forget about helping them achieve greatness by focusing on what they are good at. I assume I can use […]
Read post »As with my webinar earlier this month, 11 Keys to Building Extraordinary Leaders and Coaches (now archived and available for viewing), when presented with the overwhelming research, reflecting on their own experiences with good and bad leaders, and thinking about what motivates them to stick with an improvement plan, most audience members experience a sharp […]
Read post »In 1998, Martin Seligman, Professor of Psychology at the University of Pennsylvania, was elected President of the American Psychological Association by a landslide. This set him casting about for a central theme for his time in this key leadership role. A few weeks later — still puzzling over a theme — he was weeding in […]
Read post »My last blog looked at using multi-rater feedback to pinpoint our leadership location. This is proving to be twice as accurate as self-assessment in identifying leadership strengths that we can magnify toward exceptional leadership. Not only does feedback help leaders build strengths — or identify fatal flaws that could derail their career — asking for […]
Read post »As a leadership geek my idea of weekend relaxation is cruising Internet sites for research, insights, and perspectives on culture and leadership development. I’ll often post these to my LinkedIn profile which also links to Twitter and my Facebook profile . If you’re not already connected to me on LinkedIn please send me an invitation to […]
Read post »Most performance review systems are a disaster. They’re a perfect example of a great idea – getting team leader and team member together periodically to review what’s work and what’s not and make plans for continuous improvement – that has become a bureaucratic “fill in the forms” exercise. They are demotivating and degrading in most […]
Read post »I am an administrator for a mid-sized professional services firm in a division of employees under the direction of a director. The director claims that his staff has been empowered to do their jobs. But nowhere in the discussion is there ever any mention of accountability (which I believe goes hand in hand with empowerment). […]
Read post »Last month I ran a short question and my short response to a reader looking for a “’best practice’ in the area of teaching managers how to have effective performance review conversations….not just with poor performers but with all employees.” You can read this item here. After reading this exchange on my blog, a (clearly […]
Read post »Jim, I enjoy reading your newsletter. I’m looking for a “best practice” in the area of teaching managers how to have effective performance review conversations. I don’t want this to be limited to just conversations with poor performers, but with all employees. Any ideas? Thanks, Bob Hi Bob, You’re asking a very broad question. The […]
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