To adapt, and survive, organizations must take advantage of every bit of institutional talent. But this can happen only if leaders first embrace the need to change.
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Five years ago, Google — one of the most public proselytizers of how studying workers can transform productivity — became focused on building the perfect team. In the last decade, the tech giant has spent untold millions of dollars measuring nearly every aspect of its employees’ lives.
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With the pace of change accelerating, virtually every team leader must be able to continually clarify where the business is going, why this is necessary, how everyone can contribute and what their efforts are achieving. This requires being clear in several important areas.
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Teamwork and collaboration are critical to mission achievement in any organization that has to respond quickly to changing circumstances. My research has not only affirmed that idea but also surfaced a number of mistaken beliefs about teamwork that can side track productive collaboration. Here are six of them.
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Creating a high performing team is not always straightforward. However Patrick Lencioni summarises here the key components for improving team dynamics and creating a team that gets on well while achieving great results
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The GROW Model is a simple yet powerful framework for structuring your coaching or mentoring sessions. We'll look at how to apply it in this article and video.
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Frequent recognition is a surefire – and affordable – way to boost employee engagement…
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Research shows that ‘appreciation for a job well done’ consistently ranks highly as a motivator in employee surveys. Yet research also shows that most people don’t feel they get enough praise.
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The vision of leadership permeates the workplace and is manifested in the actions, beliefs, values, and goals of your organization’s leaders. This vision attracts and affects every employee who is engaged in living this set of actions, beliefs, values, and goals. They want to share your vision.
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Some scoff when leaders share bold ideas, imaginative goals, and seemingly impossible dreams, but ideas, imagination, and dreams are the fabric positive leaders weave together to create the future and change the world.
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Here are five small, practical ways I was able to cultivate these wellbeing pillars much later in my career as one of the leaders in a large organization where I had no budget or permission to be cultivating the wellbeing of my team.
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Last week I was working with a group of leaders in a session where they were practicing giving real-time feedback to each other. And not just any feedback: they were focused on giving feedback on the perceived strengths of the other person…
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What are the 10 most common blind spots?
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Conventional change management approaches have done little to change the fact that most change programs fail. The odds can be greatly improved by a number of counterintuitive insights that take into account the irrational but predictable nature of how employees interpret their environment and choose to act.
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With so many change models out there to follow, why is organizational change still so difficult? Why do some efforts succeed and similar efforts fail?
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Who says change needs to be hard? Organizational change expert Jim Hemerling thinks adapting your business in today's constantly-evolving world can be invigorating instead of exhausting.
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Why is curiosity so important? First, curious leaders are more open to new experiences, which enables them to approach problems (and people) in a less prejudiced way. In fact, the single best thing that companies can do to promote diversity and inclusion is to hire leaders with high openness scores.
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For leaders, self-awareness has 4 facets that are most critical.
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In a world obsessed with wealth, status and instant gratification, we risk forgetting the real virtues of resilience, compassion and courage. How can we attain these values and restore them centre-stage?
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Self-awareness provides the foundation for most other emotional intelligence skills and is crucial if one wants to take effective and aligned action.
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