Examples of non-ethical behaviour in business and leadership are all around us; and recent well-publicised ethical breaches in organisations have brought a great deal of attention to the issue of ethical behaviour. How can we work to become ethical leaders? Click this link for some suggestions.
Don’t Confuse Collaboration with Being Nice: 7 Ways to Promote Healthy Team Debate
Are You an Excessive Collaborator? 3 Warning Signs to Look for In Your Working Calendar
Wondering if you may be an excessive collaborator? Your calendar can offer some hints. Over the past four months, how many times have you: Click this link to read more.
What Do Workers Want? Better communication with their leader for starters
Employees want communication, a trusting relationship, and clear measurement standards from their immediate supervisor. Leaders can help create the type of environment people are looking for at work. Want some ideas? Click this link.
Leaders: Don’t Let a Little Motivation “Dip” Become a Big Performance Management “Fail”
It’s a common pattern anytime people take on new tasks that require time, persistence, and effort. Initial enthusiasm turns into disillusionment. Take these steps to make sure that this little dip doesn’t turn into a big fail with people quitting the task before accomplishing the goal.
Performance Coaching – If You Wait, it May Be Too Late
If an employee’s performance is poor enough that a coach is called in, it means the manager is in a last ditch effort to save them. If it’s done too late, itdoes not work. What can we do about this? Click here for more.
3 Conversations All Managers Need to Master
Managers don’t have enough high quality conversations with their direct reports. This deficiency can have a negative effect on both productivity and morale. Managers can learn to be more effective in their work conversations. Here are three conversations to get started.
3 Ways to Help Managers and Direct Reports Collaborate to Achieve Goals
“Make sure managers and direct reports are taking a collaborative approach to performance,” says Susan Fowler. “It starts with agreed-upon goals.” What does this mean for you in your workplace? Click this link to find out.
Sharing Feedback: 3 Ways to Help Others Improve
As people move up in their career many find they receive less and less meaningful feedback of any kind. Though many say that corrective feedback has helped their career they also say they themselves are resistant to giving it? Is giving corrective feedback a skill worth having? Click this link to find out.
From Performance Management to Contribution Management: 3 Keys to Making it Work
Who wants to judge — or be judged? How can you turn performance management into a positive “How can I help you succeed?” approach? Click here to find out.
When It Comes to Performance Management, Employees Want More, Not Less!
Are your employees wanting more from their leaders than they’re getting? A survey found a gap between what employees desire from their leaders during performance management conversations and what they were receiving. What do they want? Click here to find out.
This TV Show Illustrates The 3 Fundamentals of Effective Performance Management
How can a kid’s cooking show illustrate the three fundamentals of effective performance management: goal setting, coaching, and evaluation? Click this link to find out.
3 Ways to Combat Perfectionism
Most people agree that striving to continually grow and develop and to achieve one’s goals is a desirable trait. Perfectionism, on the other hand, can be a different story. Are you a perfectionist? Want to learn more?
A Coaching Take on the Annual Review
As your year comes to its end there’s an opportunity for a “year in review” assessment. Mary Ellen Sailer suggests we think beyond our work achievements and consider our life achievements. What would you like to be remembered for?
Rethinking Performance Review: A Lesson for China’s College Entrance Exam
Do performance evaluations overstate or underestimate an individual’s actual contribution with an organisation? Do we over look the subjective nature of measuring performance at work? Click this link to find out.
Performance Review: Feedback Has to Happen More than Once A Year—Here’s One Way to Get Started
Offering feedback only once a year makes it hard to provide people with meaningful or actionable information. Should there be a rethink of this process. Click this link to find out.
4 Tips for Mastering the Most Difficult Performance Management Conversations
Leaders, Use this Approach for Better Employee Accountability
The most effective leaders realise that leadership is not about them–they are only as good as the people they lead. What have you done to help your people succeed? Click this link for a better approach.
Your Leadership Training Is Probably Missing These Two Components
Scott Blanchard, principal and executive vice president with The Ken Blanchard Companies identified two key competencies missing from most leadership development curriculum. What are these competencies? Click this link to find out.
Six Tips for a Work-From-Home Policy That Works
Working from home can provide tremendous benefits to both the employer and the employee. One thing is certain — trust is at the heart of a successful work from home policy. Can a Work-From-Home Policy work for your organisation? Click this link to find out.
“I’m sorry, we need to let you go.” No leader likes to see an employee fail on the job, but the following nine signs have emerged as a warning signal that if heeded early would have saved everyone a lot of heartache. What signs are these? Click this link to find out.
The Curse of Unspoken Expectations–3 Ways to Improve Teamwork and Collaboration
Unspoken expectations are a curse upon relationships. It’s a surefire way to guarantee you will have conflict and discord that leads to poor teamwork and collaboration in the workplace. What can we do? Click this link to find out.
Individual vs. Group Effort: 3 Leadership Strategies for Maximising Both
Have you ever had to choose between performing a task alone or with others? If you have, you’ve probably been torn thinking….
Meeting A New Work Team: One Thing Incoming Leaders Have to Do
Incoming leaders have an important decision to make when they meet a new team: Should they immediately start implementing the ideas they were hired for-or should they gain the buy-in and support of their team first? Click this link to read more.
Communicating Across Cultures: 4 Approaches to Increase Understanding
Many factors can get in the way of mutual understanding within cross-country communication–differences in language, communication styes, nonverbal behaviours and numerous subcategories of these add further difficulty. However, there are approaches to increase understanding. Click this link to find out what they are.
Want People to Try Harder on Work Teams? Focus on These 3 Perceptions
The nature of teamwork in today’s organisations is evolving. Research shows that both team leaders and team members have a key role to play in this evolution. What is this role? Click this link to find out.
The 1 Factor That Determines How Hard Your Team Works
Engineers, Programmers, Scientists: Start Here to Lead a Technical Project Team
Taking time at the beginning of a project to talk about how a team will work together often meets with tremendous resistance. How can we get them all on the same page? Click this link to find out.
Are Great Leaders Born or Made?
While some people’s influence and communication skills come naturally, every manager can learn and develop the skills they need regardless of their starting point. Do you succeed as a manager? Click this link.
3 Ways to Take Back Control of Your Job
Being self aware is only a first step. Turning that awareness into action and actually becoming a self leader is tricky. These simple questions may help. Click this link to find out.
Are You Addicted to Drama, Obligation, Worry, or Busyness?
For some people, the pursuit of stimulation can become an unhealthy habit, a compulsion–an addiction. This can be harmful to themselves and others. What can we do? Click this link to find out.
Making the Most of Manager, Mentor, and Coaching Relationships
In today’s rapidly changing world we are all learners. And our busy lifestyles can make it hard to find the time for development. Three people can help you succeed. Click this link to find out.
Six Tips for Choosing a Mentor, or a Coach, or Both!
Do Your Customer Service Policies Show You Trust Your Employees? 5 Strategies to Consider.
Do your front-line employees have to get a manager’s approval for even the simplest, low-dollar merchandise return? Are you afraid that your customers will sneak one over your unsuspecting cashiers? Did you answer yes? Want some ideas to consider? Click this link.
Do You Trust Your Customers?
Our attitudes impact our behaviours. What if we assumed positive intentions on the part of our customers? How would assuming positive intentions impact and/or change how you approach your service delivery? Click this link to read more.
Can You Flex Your Service Style? Take This 8 Question Quiz
To what level of consistency does your organisation deliver Legendary Service? What level of consistent delivery of Legendary Service do you want your organisation to be known for? Click this link to read more.
Customer Service: The Importance of Sharing Stories
All companies will tell you that customer service is one of their top priorities. But what does great customer service look like in your organisation? Click this link to read more.
Survey Identifies Top 9 Most Important Customer Service Improvement Issues
New survey results from more than 560 business leaders and human resources and training professionals identified the top nine most important customer service issues. Click this link to read more.
Are Low Customer Service Standards Costing You Money?
If your company is like most, you are always looking for ways to lower your costs and improve the bottom line. The challenge is to make sure your people serve customers at the highest level while keeping their eye on costs. Click this link to read more.
You Can’t Create a Culture of Service without Manager Support
You can’t create a culture of service without manager support. What does this mean to your organisation’s vision, goals and tasks? Click here to read more.
Want a Customer-Focused Company? Take Care of These 3 People
There are three groups of people you need to take care of if you are going to create a customer-focused organisation—but most companies only focus on one. Who are they? Click here to find out.
3 Ways Senior Leaders Can Improve Customer Service in their Organisations
Want to know three ways senior leaders can help create a culture of service in their organisation. Click here to find out.
Customer Service has To Be Everyone’s Business
Any single person in your company can make a lasting impression on a customer. With social media that single impression can be multiplied, exponentially, within hours. Click here to read more.
Customer Service: 3 Ways to Improve from a Learning and Development Point of View
“PEOPLE ARE NATURALLY LAZY” AND OTHER MYTHS ABOUT EMPLOYEE ENGAGEMENT
You may need to stop looking for different ways of motivating people and rethink your basic beliefs about human nature and disengagement. How do you spark innovation and true engagement in the workplace? Click this link to find out.
Don’t Underestimate Your Points of Power at Work—5 Places to Look
Position power is only one of five types of power we all have at work. What other types of power do you have access to? Click this link to find out.
Three Compelling Ways to Rethink Leadership Practices
If you are serious about improving people’s productivity, sustainable performance, creativity, resilience, risk-taking, mental health, emotional well-being, and positive physical energy, click this link for three ways to get started.
Moving Beyond Intrinsic Motivation
Individuals bring one of six motivational outlooks to any goal or task they face.Three of the outlooks correlate to positive, long-lasting, and consistent energy for getting a job done–and three don’t. Which one do you bring? Click this link to find out.
Finding Your True Motivation? Start by Being Bored! 3 Ways to Get Started
When was the last time you had discretionary time on your hands, wondering what to do with a gift of time where nothing was planned or expected of you? If it wasn’t yesterday, then click this link and read on.
Taking a Top-Down, Bottom-Up Approach to Leadership
Leadership works best as a partnership, with managers and direct reports working together toward achievement of company goals. It’s important to invest in both sides of the relationship. Click the link to understand why.
THE ONE MISTAKE MOST MANAGERS MAKE WHEN SETTING GOALS
The research shows that the best way to nip a bad habit is to replace it with something else. See 10 potential things to stop doing in the next year, and what to start doing instead. Click here to find out what they are.
Do These 3 Things and Increase Your Chances of Achieving Your Goals to 76%
Research conducted by Gail Matthews, a professor of psychology at Dominican University in California can help increase your chances of goal success from 43% to 76%.
Is a Hyper-Connected Work Environment Causing Bad Management Habits?
Is your communication driven by what needs to be done, fragmented and reactive? How does this work with providing direction, support and relationship building? Click here to read more.
Management as a Shared Responsibility?
Does your organisation see the primary responsibility for the performance management equation as being the manager’s sole responsibility? This article suggests that Leadership needs to be more of a partnership. Click here to read more.
3 Ways Leaders Can Improve Their Management Flexibility
For managers looking to increase their ability to offer direction and support for their people, senior consulting partner with The Ken Blanchard Companies, Ann Phillips has three key recommendations. Click here to read more.
Don’t Let Time Pressures Sabotage Your Management
People want to be better leaders—but they just don’t have the time. Raising concerns and determining skill levels ahead of time can save a lot of trouble and heartache down the road. Click here to read more.
Coaching Yourself—6 Tips from a Professional Coach
You can coach yourself to positive outcomes especially during an unexpected change, transition, or periods of uncertainty. Here are six recommendations that may help you. Click here to read more.
Dos and Don’ts for Dealing with a Disillusioned Direct Report
The right amount of direction and support for staff is not as obvious to managers as you might think. Here are some dos and don’ts for dealing with a disillusioned direct report. Click here to read more.
3 Steps in Coaching Toward the Truth
Coaches help clients recognise their personal truths, develop self-awareness, and have the courage to take positive risks. Click here to read more.
Stop Trying to Be Everything to Everyone—Making Distinctions between Managing, Coaching, and Mentoring
Managers who understand how to conduct useful management, coaching, and mentoring conversations can address the needs of their employees quickly and effectively. The challenge is knowing when each conversation is most appropriate. Click here to read more.
15 Questions to Ask Before Recommending (or Receiving) Coaching
Use coaching skills to enhance mentoring opportunities
A good mentor teaches knowledge and skills. A great mentor uses coaching skills to develop the team member into a self-reliant achiever. Click here to read more.
Is this common employee question killing performance in your organisation?
It is a question that can break down the hope of accomplishing something special together even if that something could benefit all of your team. Click here to find out.
Do Incentives Make You Fat?
Rewards and incentives are the fast-food of motivation–they give you a kick and then send your energy plummeting. Click here to read more.
The High Price of Money (a five-question happiness quiz)
Research supports the notion that money and happiness are related, but not in the way you might think. Click here to read more.
Motivation as a Leadership Competency: 3 Ways to Get Started
When leaders treat employee motivation as a strategic issue, they create a distinctive advantage that is not easily matched by competitors. Click here to read more.
THE REALITY ABOUT WHAT REALLY MATTERS AT WORK
Persistent focus on driving for result without emotional meaning may mean that you’re unlikely to get the business results that you–and those you lead–are seeking. Click here to read more.
“It’s Not Personal, It’s Just Business”—Where Do You Stand?
Research into employee motivation reveals employees need warm and supportive relationships that are balanced, rooted in fairness, and free from ulterior motives. What does this mean to your business? Click here to read more.
5 Ways to Help Improve an Employee Alignment Problem
Many employees have said that if they could design a job they really loved with their current employer, they would be much happier, “more motivated,” and more productive. So, here are some initial steps you can take if you are struggling to fix an alignment problem. Click here to read more.
Don’t Hold People Accountable—Do This Instead
Do you see your role as holding people accountable for results or helping them to be accountable? How can we change your focus from holding people accountable for results to looking at creating the type of environment where people will take on the responsibility for those results themselves. This article provides direction on how this may be achieved. Click here to read more
Guess What! You CAN Measure Motivation, and Here’s How!
Motivation has a big influence on how we go about our daily work–and our probability of success. David Facer, one of the principal authors of process and workshops says motivation is remarkably easy to measure. Click here to read more.
One Time It’s Better to Take Your Eyes Off the Prize
It may feel counterintuitive, but the key to taking action is to shift your focus from the actions on your list to the values linked to those actions. Follow the link to a three-step plan that will help you take authentic action. Click here to read more.
FOUR HARD TRUTHS ABOUT SELF LEADERSHIP
Self Leadership is about having the mindset and skillset to accept responsibility and take initiative, but the buck stops with you. Follow the link to learn some hard truths about Self Leadership. Click here to read more.
STEP UP AS YOU MOVE UP: 3 TIPS FOR NEW MANAGERS
Scott Blanchard once said "When you're the manager, YOU become the topic of dinner table conversation". This article gives some top tips to get you going as a New Manager. Use these tips to make the transition smoother. Click here to read more.
SELF LEADERSHIP—CHALLENGING ASSUMED CONSTRAINTS
Assumed constraints are beliefs that limit our experience. Challenging assumed constraints by flipping them into statements that lead to positive action is an essential mindset of a self leader. Click here to read more.
3 Self Leadership Strategies to Reduce Stress at Work
Looking for some relief? A little self leadership can result in less strain and more energy. Follow the link to find how.
New Research Underscores Benefits of a Self Leadership Culture
A new study conducted by The Ken Blanchard Companies with 1,300 people in managerial and non-managerial roles found important correlations between an individual’s identification as a self leader and positive work behaviours. Dr Susan Fowler's recent research provides a useful structure for sustaining such a culture - click here to read more.