It’s important to celebrate wins at work. It shows that you value the achievements of your team members, and can be a great way to incentivize employees. But there’s another benefit to celebrating wins that may not be immediately obvious.
I must tell you; I thought I was going to dodge the Covid bullet. Almost three years in and I had avoided the virus. It’s a tricky bugger, because come Christmas eve I was relegated to five days in a 20″ by 17″ room.
If today could begin with a brand new intention, “own your impact”, one can only imagine the power that might be harnessed; the energy that might be reclaimed.
The singular people-connecting skill that any leader must master is listening, but not just any kind of listening. Leaders must listen with their whole being.
Crises bring out the human side of leaders, and the Great Resignation has been no exception. As leaders consider what it might mean to embrace a more human-centric way of leading people.
If you’re a leader or manager, then I’ve no doubt you’ve experienced team members who underperform, from time to time. It can feel frustrating, take time to fix—not to mention energy!
There’s an art to having difficult conversations, but there’s also a mindset that precedes it. Logically, we know that when communication is effective, things improve, knowledge expands, and relationships strengthen.
What are you doing to build a culture of trust inside your organization? I ask because the consequences of a lack of trust can impact employee productivity, engagement, and ultimately retention.
If you want to become a leader who inspires your team to solve problems, instead of just identifying them, you must first translate that desire into a specific action plan.
Being able to receive appreciation from others is equally important for a leader. Here’s what you need to remember when someone is offering you a compliment or their sincere appreciation.