A Senior Leader Mistake: Drawing Clear Lines in the Sand

One of the costliest mistakes senior leaders make is drawing a clear line in the sand between what is personal and professional.

The challenge that this presents is that when leaders don't know their people at an individual level (a personal level), they never truly understand how to "lead" them.

Overcoming Overwhelm

Ahhh overwhelm. It's that moment in time where you feel stuck. Where there is so much going on you don't know where to start.

The stories that play inside our heads are ones that sound like:

"I have too much to do. I'll do it (the important thing) tomorrow."

"There are no jobs out there."

"I don't have time to develop knowledge about new topics, ideas, and legislation"

"I'm not experienced enough for that role"

"It's faster to do things than to train others to do it"

A Senior Leader Mistake: Hiring People Just Like You

One of the costliest mistakes senior leaders make is hiring people who are just like them. The problem with this mistake is that it often results in senior leadership teams rewarding behaviors that are similar to their behaviors and criticizing behaviors that are often needed in the workplace.

It's human nature to more easily get along with some people than others. But, when that tendency translates into our hiring practices it can have a negative impact on an organization's culture.

The 4-way Test

I had the good fortune of speaking at a local Rotary Club meeting last week, and at the end of the meeting I was given a pen inscribed with "The 4-Way Test of the things we think, say, and do."

Now this wasn't just an ordinary pen. It was one of those cool "clicker" pens, where every time you push on the top of the pen a different message appears in its side window. In this case, the pen displays each of "The 4-Way Test" messages:

The Glue to Alignment

I have talked a lot about the importance of alignment in my past newsletters and blog posts and how alignment creates focus, clarity, and accountability. But, the glue that holds alignment together throughout the year is...feedback.

The Reluctant New Manager: Part 3

In Parts 1 and 2, I focused on how new managers can begin to make the transition from being a team member to being in charge.

Recession Depression

Recession depression is definitely impacting your people.

What is recession depression?

It is fatigue. It is low morale due to the way that people have been treated over the past year. It is the "doing more with less" that seems endless after a year or more of having to do more with less.

Unspoken Expectations

One of the most frustrating experiences people can have in the workplace is when there are unspoken expectations between a team member and a manager.

In a typical employment situation, certain expectations, such as salary, hours, and job duties, are clearly understood by both employer and employee. Other expectations, however, are so intimately linked to an individual’s concept of work that they often go unspoken or unacknowledged.

They Don't Revolve Around You. Remember Who You Serve.

What’s your role in your organization? Who are your customers – internal and external?

A common mistake that I see too many people making is that they think their role means that everyone else in the organization should revolve around them.

Take for example a Human Resource Professional, a Communications Manager, and a Sales person.

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