When you are highly self aware AND you have the capability to quickly recognize scenarios where one of the ideal leadership roles fits, your behaviors produce far more effective results… There are several critical roles. These are not totally mutually exclusive but the seven assist you in situationally shifting appropriately to best manage the scenario for the long term.
Contributed by alan on 29th of December 2016 11:03:21 AM
If you want to be a truly effective manager, you need to be able to shift roles situationally. Some do this quite naturally and often effectively, but most do not, at least not without a fair amount of forethought and practice (i.e. work developing new habits). We arrive at work each day with a set of natural tendencies, attitudes, motivations, likes and dislikes that largely guide our responses.
Contributed by alan on 30th of November 2016 02:02:43 PM
When you give advice, you are typically doing what is easiest to do, to get your thoughts across and perhaps feel good about yourself. Most of the time, you will be far more effective by situationally playing a more effective role. Indeed, you will be more effective offering your advice as constructive feedback relative to their vision of success or skills or specific role. This is especially true if you are the manager over people to whom you are giving this advice.
Contributed by alan on 28th of August 2016 03:47:17 PM
Key to this process is the accurate and insightful data that can effectively support decision-making in each of these areas:
1. Who should we be attracting?
2. Who should we hire?
3. How can we bring them up to a level of high performance rapidly?
4. How can we create a positive mutually beneficial relationship between the employee and the company?
5. How can we manage them so that they perform at a high level and as close to optimally as possible?
6. How can we best make decisions about who should do what next and deal with the what ifs so we are prepared if we lose key people for health or other reasons.
Contributed by Michelle Serra on 11th of March 2016 01:33:51 PM
When you want to improve your ability to select the right people for the job, or manage them more effectively, or develop them optimally, you need to realize that decision support tools have drastically improved in the last few years. Choosing the right employees and managing them effectively involves ongoing decisions that need to be supported with critical information. The validated information that is now available inexpensively is a really a game changer (in the game of management).
Contributed by Michelle Serra on 11th of March 2016 12:24:50 PM
When you want to improve your ability to select the right people for the job, or manage them more effectively, or develop them optimally, you need to realize that decision support tools have drastically improved in the last few years. Choosing the right employees and managing them effectively involves ongoing decisions that need to be supported with critical information. The validated information that is now available inexpensively is a really a game changer (in the game of management).
Contributed by Michelle Serra on 29th of February 2016 05:08:58 PM
With advances in behavioral science combined with digital technology, great improvements have recently been made in our ability to predict performance in specific jobs and with the underlying predictive data, to assist in better onboarding and managing employees. When it comes time to acquire talent, develop talent, plan talent or build effective teams, if you're not understanding the natural tendencies, motivations, work preferences, task preferences and attitudes of your people, you are paying a big price whether you know it or not.
Contributed by alan on 25th of February 2016 09:33:53 AM
Previously, I discussed a focus on processes, on the how. I'm going to next address some of the basics that still apply to today's environment and I believe always will. It is hoped that before you dive into any process, quality and/or quality improvement effort, that you'll consider these ideas if you haven't already.
Contributed by alan on 21st of January 2016 09:55:44 AM
The Problems with Most Organizational Planning Processes
Many organizations waste large sums of time and money because they do not have all their key people on board with where they are heading. Many think they do because they have communicated some specific financial or growth goals but there is little understanding of the why and the how. As a result, execution is typically poor.
