Submitted by Sal Silvester on September 21, 2015
In our last post, we began the discussion on how to actually make the shift from consensus or compliance (depending on your tendencies) to commitment. The first of three focus areas was to provide intentional and structured communication to help win the hearts and minds of your people.
The second, outlined here, is to explain "The Big Why."
Submitted by Sal Silvester on August 20, 2015
Submitted by Sal Silvester on July 30, 2015
Submitted by Sal Silvester on June 26, 2015
Have you ever found yourself in a weird space at work - an awkward, strange, uncomfortable, how-did-this-happen kind of place? And then you just let it pass…and pass…and pass?
Submitted by Sal Silvester on April 20, 2015
Submitted by Sal Silvester on April 15, 2015
Submitted by Sal Silvester on March 30, 2015
In our last post, we began to explore the second mindset shift that leaders need to make to successfully navigate the transition into senior leadership. It’s a shift from a problem orientation to an outcome orientation.
The three components to actually making this shift are (1) cross-organizational advocacy, (2) driving strategic vision, and (3) building people capacity. We’ll explore the first component in this post.
Submitted by Sal Silvester on March 15, 2015
Submitted by Sal Silvester on February 24, 2015
“It is good to see ourselves as others see us. Try as we may, we are never
able to know ourselves fully as we are, especially the evil side of us.
This we can do only if we are not angry with our critics but will take in good heart whatever they might have to say.”
― Mahatma Gandhi
Submitted by Sal Silvester on January 31, 2015
Audrey works as a software engineer in a fast growing technology company in Denver. She’s young, smart, and a rising star on her team. She’s got a great attitude that is equally matched with performance. You might call her a “high potential” team member or even an “A” player.