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.
Submitted by Sal Silvester on January 18, 2015
Submitted by Sal Silvester on January 11, 2015
Do you want to make your coaching efforts more effective? If so, you'll need to be able to measurably assess your people.
Submitted by Sal Silvester on December 19, 2014
As we wind down the year and look toward the next, there isn't a better time to step up and engage more effectively with your people. One the simplest and most overlooked tools that leaders have to enhance their coaching is the 1-1 Coaching Session.
Submitted by Sal Silvester on July 21, 2014
Do you want to make your meetings more effective? Here's a simple tool to help you out.
I call it the "half-time adjustment." Conduct the following process about 1/3 or 1/2 of the way into your meeting:
Submitted by Sal Silvester on July 13, 2014
The word “mentor” is used in a variety of contexts in today’s workplace. Sometimes it refers to a senior person who formally or informally provides guidance and advice to a junior team member. At times it refers to a team member’s direct manager who is partially responsible for his or her career development. In some organizations, mentors are formally paired with a mentee. In others, mentors are simply sought after by an eager team member looking to grow. A quick search on dictionary.com defines the word mentor as “a wise and trusted counselor or teacher; an influential senior sponsor or supporter.”