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PEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing BLOG | PEOPLE EQUATION Master the people equation and elevate your leadership. Tips to make the most of interactions with your team, peers and boss in a positive,persuasive way.
STAND UP-SIT DOWN MEETING ENERGIZER To reboot the vigor in the conference room, here’s a quick and easy meeting energizer that helps revitalize people without being too cheesy. It works best with a group of at least ten people. It’s called Stand Up/Sit Down and here’s how it works. Announce that you’re going to lead a 90-second stretch break. Explain to the groupthat you
25 FREE LEADERSHIP DEVELOPMENT RESOURCES b) We don’t have the money to train leaders. This list is designed to help you with both of these challenges. These resources are a list of white papers, downloads and other great freebies offered by some of the most prominent vendors and thought-leaders in leadership development. Most of the resources listed have a “for pay”component as
WHAT LEADERS NEED TO KNOW ABOUT TRAUMA IN THE WORKPLACE ABOUT THE AUTHOR: Dr. Mark Goulston is the author or coauthor of nine books, including the recent Why Cope When You Can Heal?:How Healthcare Heroes of COVID-19 Can Recover from PTSD and Trauma to Triumph: A Roadmap for Leading Through Disruption and Thriving on the Other Side. He is a board-certified psychiatrist, fellow of the American Psychiatric Association, former assistant clinical THE KISS MODEL OF LEADERSHIP DEVELOPMENT Delegate the leading of department meetings to your team members. Rotate responsibility. Send one of your team members as a “proxy” to a cross-functional team you belong to. (Note: run this by the team’s leader first.) Help your team members see leadership opportunities. “John, I noticed you didn’t speak up at the XYZmeeting.
9 QUESTIONS TO HELP YOUR TEAM CREATE VISION For a compelling vision to work, all people must see what’s possible for the team. Here’s the tough part—if everyone is looking at something invisible, and using their imagination to create it, you’re going to get an output that looks something like this: Vision = Ideas + X (where X = the number of people on the team) So, 15 peopleon
NEW LEADERSHIP ROLE? START STRONG WITH THESE 6 KEY ACTIONS Let him or her know your preferences – what type of communication works best for you and so on. If it’s done diplomatically and with the intent to facilitate communication, many bosses will be receptive. 3. Bring your direct reports on board – fast. Set up one-to-one meetings as soon as possible after you assume your new role. THE CAREER DEVELOPMENT GAP That’s a key finding from a recent white paper produced by TINYPulse, a firm that specializes in gathering data on employee engagement and satisfaction. Only 26% of employees surveyed felt they had adequate opportunities for career growth. The managers of these same employees were far more optimistic: 50% of managers surveyed feltthere was
SUPERVISORY INFLUENCE AND THE DISC MODEL OF HUMAN BEHAVIOR GH: It’s a way of looking at human behavior that gives us a language to describe behaviors, motivations and drives in objective and descriptive ways rather than subjective and judgmental ways. One way to look at it would be, “The DISC model provides me with a vocabulary to describe the way that other people see the world whenthey see it
PEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing BLOG | PEOPLE EQUATION Master the people equation and elevate your leadership. Tips to make the most of interactions with your team, peers and boss in a positive,persuasive way.
STAND UP-SIT DOWN MEETING ENERGIZER To reboot the vigor in the conference room, here’s a quick and easy meeting energizer that helps revitalize people without being too cheesy. It works best with a group of at least ten people. It’s called Stand Up/Sit Down and here’s how it works. Announce that you’re going to lead a 90-second stretch break. Explain to the groupthat you
25 FREE LEADERSHIP DEVELOPMENT RESOURCES b) We don’t have the money to train leaders. This list is designed to help you with both of these challenges. These resources are a list of white papers, downloads and other great freebies offered by some of the most prominent vendors and thought-leaders in leadership development. Most of the resources listed have a “for pay”component as
WHAT LEADERS NEED TO KNOW ABOUT TRAUMA IN THE WORKPLACE ABOUT THE AUTHOR: Dr. Mark Goulston is the author or coauthor of nine books, including the recent Why Cope When You Can Heal?:How Healthcare Heroes of COVID-19 Can Recover from PTSD and Trauma to Triumph: A Roadmap for Leading Through Disruption and Thriving on the Other Side. He is a board-certified psychiatrist, fellow of the American Psychiatric Association, former assistant clinical THE KISS MODEL OF LEADERSHIP DEVELOPMENT Delegate the leading of department meetings to your team members. Rotate responsibility. Send one of your team members as a “proxy” to a cross-functional team you belong to. (Note: run this by the team’s leader first.) Help your team members see leadership opportunities. “John, I noticed you didn’t speak up at the XYZmeeting.
9 QUESTIONS TO HELP YOUR TEAM CREATE VISION For a compelling vision to work, all people must see what’s possible for the team. Here’s the tough part—if everyone is looking at something invisible, and using their imagination to create it, you’re going to get an output that looks something like this: Vision = Ideas + X (where X = the number of people on the team) So, 15 peopleon
NEW LEADERSHIP ROLE? START STRONG WITH THESE 6 KEY ACTIONS Let him or her know your preferences – what type of communication works best for you and so on. If it’s done diplomatically and with the intent to facilitate communication, many bosses will be receptive. 3. Bring your direct reports on board – fast. Set up one-to-one meetings as soon as possible after you assume your new role. THE CAREER DEVELOPMENT GAP That’s a key finding from a recent white paper produced by TINYPulse, a firm that specializes in gathering data on employee engagement and satisfaction. Only 26% of employees surveyed felt they had adequate opportunities for career growth. The managers of these same employees were far more optimistic: 50% of managers surveyed feltthere was
SUPERVISORY INFLUENCE AND THE DISC MODEL OF HUMAN BEHAVIOR GH: It’s a way of looking at human behavior that gives us a language to describe behaviors, motivations and drives in objective and descriptive ways rather than subjective and judgmental ways. One way to look at it would be, “The DISC model provides me with a vocabulary to describe the way that other people see the world whenthey see it
PEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing 25 FREE LEADERSHIP DEVELOPMENT RESOURCES b) We don’t have the money to train leaders. This list is designed to help you with both of these challenges. These resources are a list of white papers, downloads and other great freebies offered by some of the most prominent vendors and thought-leaders in leadership development. Most of the resources listed have a “for pay”component as
THE KISS MODEL OF LEADERSHIP DEVELOPMENT Delegate the leading of department meetings to your team members. Rotate responsibility. Send one of your team members as a “proxy” to a cross-functional team you belong to. (Note: run this by the team’s leader first.) Help your team members see leadership opportunities. “John, I noticed you didn’t speak up at the XYZmeeting.
INCLUSION ARCHIVES
Master the people equation. Elevate your leadership. Tips for how to make the most of interactions with your boss, peers and colleagues; show up in a way that’s positive and respectful. LEADERSHIP DEVELOPMENT IN EVERYDAY WORKPLACE SITUATIONS The key is seeing leadership development opportunity in everyday situations. Common workplace scenarios where development opportunities lie in wait: Setbacks. Character is the bedrock of leadership and nothing builds character like a project that tanks. If you as the leader frame the failure as a learning opportunity, you will set inmotion a
TEAMWORK. HOW HARD CAN IT BE? Teamwork. How Hard Can It Be? To me, springtime means track meets. Back in the day, I used to run track for my high school’s girls 440 relay team. Even all these years later, I can close my eyes and feel it: legs churning, heart pounding, as I round the curve, ready to pass the baton. I’m reaching my right hand out to place the baton in my 7 THINGS EMPLOYEES WANT TO KNOW IN A DEPARTMENT RESHUFFLE In my experience, leaders often breeze through steps 1 -3, providing only the most cursory of explanations. They want to move as quickly as possible to step #4. Here’s the problem with rushing steps 1 – 3: if people aren’t comfortable with the answers to the first three steps, then they’ll find a way to get the team back to the step for GEN Z: THE CHALLENGES AND OPPORTUNITIES WITH NEW TALENT Gen Z is made up of people born between 1995 and 2012. While the youngest Gen Zers are still in elementary school, the oldest of this generation have college diplomas in hand and are getting ready to head into the workplace. According to Mashable, the emerging professionals of Gen Z already make up more than 25 percent of the American ARE YOU OVER-FUNCTIONING IN YOUR LEADERSHIP ROLE? Caring too much—when it leads to lack of decision-making—is a form of leadership over-functioning. Leaders who leave others’ reactions and choices up to those best suited to decide for themselves reap an added benefit—release from the worry and frustration of attempting to manage others’ emotions. This post originally appeared on 3 KEYS TO KEEPING A VIRTUAL OPEN DOOR POLICY Recently I wrote a post about what happens to employees’ brains when they cross the threshold of their workplace door. In a happy coincidence, at about the same time, I was connected to Kyle Lagunas, who wrote an excellent post on his blog about doors and workplaces: how to maintain an “open door policy” when increasingly, a leader’s door is located miles (or countries) away from theirPEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing BLOG | PEOPLE EQUATION Master the people equation and elevate your leadership. Tips to make the most of interactions with your team, peers and boss in a positive,persuasive way.
STAND UP-SIT DOWN MEETING ENERGIZER To reboot the vigor in the conference room, here’s a quick and easy meeting energizer that helps revitalize people without being too cheesy. It works best with a group of at least ten people. It’s called Stand Up/Sit Down and here’s how it works. Announce that you’re going to lead a 90-second stretch break. Explain to the groupthat you
WHAT LEADERS NEED TO KNOW ABOUT TRAUMA IN THE WORKPLACE ABOUT THE AUTHOR: Dr. Mark Goulston is the author or coauthor of nine books, including the recent Why Cope When You Can Heal?:How Healthcare Heroes of COVID-19 Can Recover from PTSD and Trauma to Triumph: A Roadmap for Leading Through Disruption and Thriving on the Other Side. He is a board-certified psychiatrist, fellow of the American Psychiatric Association, former assistant clinical 9 QUESTIONS TO HELP YOUR TEAM CREATE VISION For a compelling vision to work, all people must see what’s possible for the team. Here’s the tough part—if everyone is looking at something invisible, and using their imagination to create it, you’re going to get an output that looks something like this: Vision = Ideas + X (where X = the number of people on the team) So, 15 peopleon
NEW LEADERSHIP ROLE? START STRONG WITH THESE 6 KEY ACTIONS Let him or her know your preferences – what type of communication works best for you and so on. If it’s done diplomatically and with the intent to facilitate communication, many bosses will be receptive. 3. Bring your direct reports on board – fast. Set up one-to-one meetings as soon as possible after you assume your new role. THE CAREER DEVELOPMENT GAP That’s a key finding from a recent white paper produced by TINYPulse, a firm that specializes in gathering data on employee engagement and satisfaction. Only 26% of employees surveyed felt they had adequate opportunities for career growth. The managers of these same employees were far more optimistic: 50% of managers surveyed feltthere was
SUPERVISORY INFLUENCE AND THE DISC MODEL OF HUMAN BEHAVIOR GH: It’s a way of looking at human behavior that gives us a language to describe behaviors, motivations and drives in objective and descriptive ways rather than subjective and judgmental ways. One way to look at it would be, “The DISC model provides me with a vocabulary to describe the way that other people see the world whenthey see it
9 THINGS TEAM MEMBERS WANT TO KNOW ABOUT THE NEW BOSS, BUT Bring your team members on board is #3 on my list of six key actions a newly appointed leader should take. One way to do this is through simple, informal conversation; what I call the “meet and greets” that happen during those first few weeks of your new role. Maybe it’s the informal “hey, Jamal starts today, so let’s have coffeeand
ARE YOU OVER-FUNCTIONING IN YOUR LEADERSHIP ROLE? Caring too much—when it leads to lack of decision-making—is a form of leadership over-functioning. Leaders who leave others’ reactions and choices up to those best suited to decide for themselves reap an added benefit—release from the worry and frustration of attempting to manage others’ emotions. This post originally appeared onPEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing BLOG | PEOPLE EQUATION Master the people equation and elevate your leadership. Tips to make the most of interactions with your team, peers and boss in a positive,persuasive way.
STAND UP-SIT DOWN MEETING ENERGIZER To reboot the vigor in the conference room, here’s a quick and easy meeting energizer that helps revitalize people without being too cheesy. It works best with a group of at least ten people. It’s called Stand Up/Sit Down and here’s how it works. Announce that you’re going to lead a 90-second stretch break. Explain to the groupthat you
WHAT LEADERS NEED TO KNOW ABOUT TRAUMA IN THE WORKPLACE ABOUT THE AUTHOR: Dr. Mark Goulston is the author or coauthor of nine books, including the recent Why Cope When You Can Heal?:How Healthcare Heroes of COVID-19 Can Recover from PTSD and Trauma to Triumph: A Roadmap for Leading Through Disruption and Thriving on the Other Side. He is a board-certified psychiatrist, fellow of the American Psychiatric Association, former assistant clinical 9 QUESTIONS TO HELP YOUR TEAM CREATE VISION For a compelling vision to work, all people must see what’s possible for the team. Here’s the tough part—if everyone is looking at something invisible, and using their imagination to create it, you’re going to get an output that looks something like this: Vision = Ideas + X (where X = the number of people on the team) So, 15 peopleon
NEW LEADERSHIP ROLE? START STRONG WITH THESE 6 KEY ACTIONS Let him or her know your preferences – what type of communication works best for you and so on. If it’s done diplomatically and with the intent to facilitate communication, many bosses will be receptive. 3. Bring your direct reports on board – fast. Set up one-to-one meetings as soon as possible after you assume your new role. THE CAREER DEVELOPMENT GAP That’s a key finding from a recent white paper produced by TINYPulse, a firm that specializes in gathering data on employee engagement and satisfaction. Only 26% of employees surveyed felt they had adequate opportunities for career growth. The managers of these same employees were far more optimistic: 50% of managers surveyed feltthere was
SUPERVISORY INFLUENCE AND THE DISC MODEL OF HUMAN BEHAVIOR GH: It’s a way of looking at human behavior that gives us a language to describe behaviors, motivations and drives in objective and descriptive ways rather than subjective and judgmental ways. One way to look at it would be, “The DISC model provides me with a vocabulary to describe the way that other people see the world whenthey see it
9 THINGS TEAM MEMBERS WANT TO KNOW ABOUT THE NEW BOSS, BUT Bring your team members on board is #3 on my list of six key actions a newly appointed leader should take. One way to do this is through simple, informal conversation; what I call the “meet and greets” that happen during those first few weeks of your new role. Maybe it’s the informal “hey, Jamal starts today, so let’s have coffeeand
ARE YOU OVER-FUNCTIONING IN YOUR LEADERSHIP ROLE? Caring too much—when it leads to lack of decision-making—is a form of leadership over-functioning. Leaders who leave others’ reactions and choices up to those best suited to decide for themselves reap an added benefit—release from the worry and frustration of attempting to manage others’ emotions. This post originally appeared onPEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing 25 FREE LEADERSHIP DEVELOPMENT RESOURCES b) We don’t have the money to train leaders. This list is designed to help you with both of these challenges. These resources are a list of white papers, downloads and other great freebies offered by some of the most prominent vendors and thought-leaders in leadership development. Most of the resources listed have a “for pay”component as
INCLUSION ARCHIVES
Master the people equation. Elevate your leadership. Tips for how to make the most of interactions with your boss, peers and colleagues; show up in a way that’s positive and respectful. THE KISS MODEL OF LEADERSHIP DEVELOPMENT Delegate the leading of department meetings to your team members. Rotate responsibility. Send one of your team members as a “proxy” to a cross-functional team you belong to. (Note: run this by the team’s leader first.) Help your team members see leadership opportunities. “John, I noticed you didn’t speak up at the XYZmeeting.
ANALYSIS: KEY THEMES IN LEADERSHIP TRENDS FOR 2021 Analysis: Key Themes in Leadership Trends for 2021. We’re nearly through the first quarter of 2021 so I decided to take the pulse of what industry analysts and thought leaders are saying about the state of leadership this year. I did an analysis of seven sources* in the talent development and human capital industry to come up with the key NETWORKING INSIDE THE COMPANY WALLS This post is part of a series on positive office politics, or what we’re calling The P Quotient. It’s a collaborative effort with fellow bloggers Jane Perdue, Mike Henry and Susan Mazza. Jane kicked off the series with a look at the competencies cited as key to being politically astute. She also takes aContinue Reading › 5 REAL-LIFE EXAMPLES OF CREATING POSITIVE WORKPLACE MORALE As we chatted, Bob shared with me some of his successful ideas for creating positive workplace morale. Bob implemented many of these progressive ideas during his tenure at Herman Miller’s “SQA” manufacturing facility. As a consultant, I used to walk the halls of Herman Miller SQA and experienced firsthand the outcomes of theseefforts.
7 THINGS EMPLOYEES WANT TO KNOW IN A DEPARTMENT RESHUFFLE In my experience, leaders often breeze through steps 1 -3, providing only the most cursory of explanations. They want to move as quickly as possible to step #4. Here’s the problem with rushing steps 1 – 3: if people aren’t comfortable with the answers to the first three steps, then they’ll find a way to get the team back to the step for GEN Z: THE CHALLENGES AND OPPORTUNITIES WITH NEW TALENT Gen Z is made up of people born between 1995 and 2012. While the youngest Gen Zers are still in elementary school, the oldest of this generation have college diplomas in hand and are getting ready to head into the workplace. According to Mashable, the emerging professionals of Gen Z already make up more than 25 percent of the American WHY CONFIDENCE IS SO IMPORTANT WHEN LEADING CHANGE AND HOW Confidence is the most important trait leaders can draw upon when leading change. They need to be confident that they are looking at the right information, making the right decisions and giving people the right support to take on new routines. Confidence enables focus, builds momentum and inspires people to give their best.PEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing BLOG | PEOPLE EQUATION Master the people equation and elevate your leadership. Tips to make the most of interactions with your team, peers and boss in a positive,persuasive way.
STAND UP-SIT DOWN MEETING ENERGIZER To reboot the vigor in the conference room, here’s a quick and easy meeting energizer that helps revitalize people without being too cheesy. It works best with a group of at least ten people. It’s called Stand Up/Sit Down and here’s how it works. Announce that you’re going to lead a 90-second stretch break. Explain to the groupthat you
WHAT LEADERS NEED TO KNOW ABOUT TRAUMA IN THE WORKPLACE ABOUT THE AUTHOR: Dr. Mark Goulston is the author or coauthor of nine books, including the recent Why Cope When You Can Heal?:How Healthcare Heroes of COVID-19 Can Recover from PTSD and Trauma to Triumph: A Roadmap for Leading Through Disruption and Thriving on the Other Side. He is a board-certified psychiatrist, fellow of the American Psychiatric Association, former assistant clinical 9 QUESTIONS TO HELP YOUR TEAM CREATE VISION For a compelling vision to work, all people must see what’s possible for the team. Here’s the tough part—if everyone is looking at something invisible, and using their imagination to create it, you’re going to get an output that looks something like this: Vision = Ideas + X (where X = the number of people on the team) So, 15 peopleon
NEW LEADERSHIP ROLE? START STRONG WITH THESE 6 KEY ACTIONS Let him or her know your preferences – what type of communication works best for you and so on. If it’s done diplomatically and with the intent to facilitate communication, many bosses will be receptive. 3. Bring your direct reports on board – fast. Set up one-to-one meetings as soon as possible after you assume your new role. THE CAREER DEVELOPMENT GAP That’s a key finding from a recent white paper produced by TINYPulse, a firm that specializes in gathering data on employee engagement and satisfaction. Only 26% of employees surveyed felt they had adequate opportunities for career growth. The managers of these same employees were far more optimistic: 50% of managers surveyed feltthere was
SUPERVISORY INFLUENCE AND THE DISC MODEL OF HUMAN BEHAVIOR GH: It’s a way of looking at human behavior that gives us a language to describe behaviors, motivations and drives in objective and descriptive ways rather than subjective and judgmental ways. One way to look at it would be, “The DISC model provides me with a vocabulary to describe the way that other people see the world whenthey see it
9 THINGS TEAM MEMBERS WANT TO KNOW ABOUT THE NEW BOSS, BUT Bring your team members on board is #3 on my list of six key actions a newly appointed leader should take. One way to do this is through simple, informal conversation; what I call the “meet and greets” that happen during those first few weeks of your new role. Maybe it’s the informal “hey, Jamal starts today, so let’s have coffeeand
ARE YOU OVER-FUNCTIONING IN YOUR LEADERSHIP ROLE? Caring too much—when it leads to lack of decision-making—is a form of leadership over-functioning. Leaders who leave others’ reactions and choices up to those best suited to decide for themselves reap an added benefit—release from the worry and frustration of attempting to manage others’ emotions. This post originally appeared onPEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing BLOG | PEOPLE EQUATION Master the people equation and elevate your leadership. Tips to make the most of interactions with your team, peers and boss in a positive,persuasive way.
STAND UP-SIT DOWN MEETING ENERGIZER To reboot the vigor in the conference room, here’s a quick and easy meeting energizer that helps revitalize people without being too cheesy. It works best with a group of at least ten people. It’s called Stand Up/Sit Down and here’s how it works. Announce that you’re going to lead a 90-second stretch break. Explain to the groupthat you
WHAT LEADERS NEED TO KNOW ABOUT TRAUMA IN THE WORKPLACE ABOUT THE AUTHOR: Dr. Mark Goulston is the author or coauthor of nine books, including the recent Why Cope When You Can Heal?:How Healthcare Heroes of COVID-19 Can Recover from PTSD and Trauma to Triumph: A Roadmap for Leading Through Disruption and Thriving on the Other Side. He is a board-certified psychiatrist, fellow of the American Psychiatric Association, former assistant clinical 9 QUESTIONS TO HELP YOUR TEAM CREATE VISION For a compelling vision to work, all people must see what’s possible for the team. Here’s the tough part—if everyone is looking at something invisible, and using their imagination to create it, you’re going to get an output that looks something like this: Vision = Ideas + X (where X = the number of people on the team) So, 15 peopleon
NEW LEADERSHIP ROLE? START STRONG WITH THESE 6 KEY ACTIONS Let him or her know your preferences – what type of communication works best for you and so on. If it’s done diplomatically and with the intent to facilitate communication, many bosses will be receptive. 3. Bring your direct reports on board – fast. Set up one-to-one meetings as soon as possible after you assume your new role. THE CAREER DEVELOPMENT GAP That’s a key finding from a recent white paper produced by TINYPulse, a firm that specializes in gathering data on employee engagement and satisfaction. Only 26% of employees surveyed felt they had adequate opportunities for career growth. The managers of these same employees were far more optimistic: 50% of managers surveyed feltthere was
SUPERVISORY INFLUENCE AND THE DISC MODEL OF HUMAN BEHAVIOR GH: It’s a way of looking at human behavior that gives us a language to describe behaviors, motivations and drives in objective and descriptive ways rather than subjective and judgmental ways. One way to look at it would be, “The DISC model provides me with a vocabulary to describe the way that other people see the world whenthey see it
9 THINGS TEAM MEMBERS WANT TO KNOW ABOUT THE NEW BOSS, BUT Bring your team members on board is #3 on my list of six key actions a newly appointed leader should take. One way to do this is through simple, informal conversation; what I call the “meet and greets” that happen during those first few weeks of your new role. Maybe it’s the informal “hey, Jamal starts today, so let’s have coffeeand
ARE YOU OVER-FUNCTIONING IN YOUR LEADERSHIP ROLE? Caring too much—when it leads to lack of decision-making—is a form of leadership over-functioning. Leaders who leave others’ reactions and choices up to those best suited to decide for themselves reap an added benefit—release from the worry and frustration of attempting to manage others’ emotions. This post originally appeared onPEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing 25 FREE LEADERSHIP DEVELOPMENT RESOURCES b) We don’t have the money to train leaders. This list is designed to help you with both of these challenges. These resources are a list of white papers, downloads and other great freebies offered by some of the most prominent vendors and thought-leaders in leadership development. Most of the resources listed have a “for pay”component as
INCLUSION ARCHIVES
Master the people equation. Elevate your leadership. Tips for how to make the most of interactions with your boss, peers and colleagues; show up in a way that’s positive and respectful. THE KISS MODEL OF LEADERSHIP DEVELOPMENT Delegate the leading of department meetings to your team members. Rotate responsibility. Send one of your team members as a “proxy” to a cross-functional team you belong to. (Note: run this by the team’s leader first.) Help your team members see leadership opportunities. “John, I noticed you didn’t speak up at the XYZmeeting.
ANALYSIS: KEY THEMES IN LEADERSHIP TRENDS FOR 2021 Analysis: Key Themes in Leadership Trends for 2021. We’re nearly through the first quarter of 2021 so I decided to take the pulse of what industry analysts and thought leaders are saying about the state of leadership this year. I did an analysis of seven sources* in the talent development and human capital industry to come up with the key NETWORKING INSIDE THE COMPANY WALLS This post is part of a series on positive office politics, or what we’re calling The P Quotient. It’s a collaborative effort with fellow bloggers Jane Perdue, Mike Henry and Susan Mazza. Jane kicked off the series with a look at the competencies cited as key to being politically astute. She also takes aContinue Reading › 5 REAL-LIFE EXAMPLES OF CREATING POSITIVE WORKPLACE MORALE As we chatted, Bob shared with me some of his successful ideas for creating positive workplace morale. Bob implemented many of these progressive ideas during his tenure at Herman Miller’s “SQA” manufacturing facility. As a consultant, I used to walk the halls of Herman Miller SQA and experienced firsthand the outcomes of theseefforts.
7 THINGS EMPLOYEES WANT TO KNOW IN A DEPARTMENT RESHUFFLE In my experience, leaders often breeze through steps 1 -3, providing only the most cursory of explanations. They want to move as quickly as possible to step #4. Here’s the problem with rushing steps 1 – 3: if people aren’t comfortable with the answers to the first three steps, then they’ll find a way to get the team back to the step for GEN Z: THE CHALLENGES AND OPPORTUNITIES WITH NEW TALENT Gen Z is made up of people born between 1995 and 2012. While the youngest Gen Zers are still in elementary school, the oldest of this generation have college diplomas in hand and are getting ready to head into the workplace. According to Mashable, the emerging professionals of Gen Z already make up more than 25 percent of the American WHY CONFIDENCE IS SO IMPORTANT WHEN LEADING CHANGE AND HOW Confidence is the most important trait leaders can draw upon when leading change. They need to be confident that they are looking at the right information, making the right decisions and giving people the right support to take on new routines. Confidence enables focus, builds momentum and inspires people to give their best.PEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing BLOG | PEOPLE EQUATION Master the people equation and elevate your leadership. Tips to make the most of interactions with your team, peers and boss in a positive,persuasive way.
STAND UP-SIT DOWN MEETING ENERGIZER To reboot the vigor in the conference room, here’s a quick and easy meeting energizer that helps revitalize people without being too cheesy. It works best with a group of at least ten people. It’s called Stand Up/Sit Down and here’s how it works. Announce that you’re going to lead a 90-second stretch break. Explain to the groupthat you
WHAT LEADERS NEED TO KNOW ABOUT TRAUMA IN THE WORKPLACE ABOUT THE AUTHOR: Dr. Mark Goulston is the author or coauthor of nine books, including the recent Why Cope When You Can Heal?:How Healthcare Heroes of COVID-19 Can Recover from PTSD and Trauma to Triumph: A Roadmap for Leading Through Disruption and Thriving on the Other Side. He is a board-certified psychiatrist, fellow of the American Psychiatric Association, former assistant clinical 9 QUESTIONS TO HELP YOUR TEAM CREATE VISION For a compelling vision to work, all people must see what’s possible for the team. Here’s the tough part—if everyone is looking at something invisible, and using their imagination to create it, you’re going to get an output that looks something like this: Vision = Ideas + X (where X = the number of people on the team) So, 15 peopleon
NEW LEADERSHIP ROLE? START STRONG WITH THESE 6 KEY ACTIONS Let him or her know your preferences – what type of communication works best for you and so on. If it’s done diplomatically and with the intent to facilitate communication, many bosses will be receptive. 3. Bring your direct reports on board – fast. Set up one-to-one meetings as soon as possible after you assume your new role. THE CAREER DEVELOPMENT GAP That’s a key finding from a recent white paper produced by TINYPulse, a firm that specializes in gathering data on employee engagement and satisfaction. Only 26% of employees surveyed felt they had adequate opportunities for career growth. The managers of these same employees were far more optimistic: 50% of managers surveyed feltthere was
SUPERVISORY INFLUENCE AND THE DISC MODEL OF HUMAN BEHAVIOR GH: It’s a way of looking at human behavior that gives us a language to describe behaviors, motivations and drives in objective and descriptive ways rather than subjective and judgmental ways. One way to look at it would be, “The DISC model provides me with a vocabulary to describe the way that other people see the world whenthey see it
9 THINGS TEAM MEMBERS WANT TO KNOW ABOUT THE NEW BOSS, BUT Bring your team members on board is #3 on my list of six key actions a newly appointed leader should take. One way to do this is through simple, informal conversation; what I call the “meet and greets” that happen during those first few weeks of your new role. Maybe it’s the informal “hey, Jamal starts today, so let’s have coffeeand
ARE YOU OVER-FUNCTIONING IN YOUR LEADERSHIP ROLE? Caring too much—when it leads to lack of decision-making—is a form of leadership over-functioning. Leaders who leave others’ reactions and choices up to those best suited to decide for themselves reap an added benefit—release from the worry and frustration of attempting to manage others’ emotions. This post originally appeared onPEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing BLOG | PEOPLE EQUATION Master the people equation and elevate your leadership. Tips to make the most of interactions with your team, peers and boss in a positive,persuasive way.
STAND UP-SIT DOWN MEETING ENERGIZER To reboot the vigor in the conference room, here’s a quick and easy meeting energizer that helps revitalize people without being too cheesy. It works best with a group of at least ten people. It’s called Stand Up/Sit Down and here’s how it works. Announce that you’re going to lead a 90-second stretch break. Explain to the groupthat you
WHAT LEADERS NEED TO KNOW ABOUT TRAUMA IN THE WORKPLACE ABOUT THE AUTHOR: Dr. Mark Goulston is the author or coauthor of nine books, including the recent Why Cope When You Can Heal?:How Healthcare Heroes of COVID-19 Can Recover from PTSD and Trauma to Triumph: A Roadmap for Leading Through Disruption and Thriving on the Other Side. He is a board-certified psychiatrist, fellow of the American Psychiatric Association, former assistant clinical 9 QUESTIONS TO HELP YOUR TEAM CREATE VISION For a compelling vision to work, all people must see what’s possible for the team. Here’s the tough part—if everyone is looking at something invisible, and using their imagination to create it, you’re going to get an output that looks something like this: Vision = Ideas + X (where X = the number of people on the team) So, 15 peopleon
NEW LEADERSHIP ROLE? START STRONG WITH THESE 6 KEY ACTIONS Let him or her know your preferences – what type of communication works best for you and so on. If it’s done diplomatically and with the intent to facilitate communication, many bosses will be receptive. 3. Bring your direct reports on board – fast. Set up one-to-one meetings as soon as possible after you assume your new role. THE CAREER DEVELOPMENT GAP That’s a key finding from a recent white paper produced by TINYPulse, a firm that specializes in gathering data on employee engagement and satisfaction. Only 26% of employees surveyed felt they had adequate opportunities for career growth. The managers of these same employees were far more optimistic: 50% of managers surveyed feltthere was
SUPERVISORY INFLUENCE AND THE DISC MODEL OF HUMAN BEHAVIOR GH: It’s a way of looking at human behavior that gives us a language to describe behaviors, motivations and drives in objective and descriptive ways rather than subjective and judgmental ways. One way to look at it would be, “The DISC model provides me with a vocabulary to describe the way that other people see the world whenthey see it
9 THINGS TEAM MEMBERS WANT TO KNOW ABOUT THE NEW BOSS, BUT Bring your team members on board is #3 on my list of six key actions a newly appointed leader should take. One way to do this is through simple, informal conversation; what I call the “meet and greets” that happen during those first few weeks of your new role. Maybe it’s the informal “hey, Jamal starts today, so let’s have coffeeand
ARE YOU OVER-FUNCTIONING IN YOUR LEADERSHIP ROLE? Caring too much—when it leads to lack of decision-making—is a form of leadership over-functioning. Leaders who leave others’ reactions and choices up to those best suited to decide for themselves reap an added benefit—release from the worry and frustration of attempting to manage others’ emotions. This post originally appeared onPEOPLE EQUATION
Meet Jennifer. Jennifer is an extraordinary writing partner. What impresses me most is her range and capacity to take on extremely varied assignments and consistently generate top-quality deliverables. Our work together includes career development blog content that dramatically increased attendance at recent workshops and inventing 25 FREE LEADERSHIP DEVELOPMENT RESOURCES b) We don’t have the money to train leaders. This list is designed to help you with both of these challenges. These resources are a list of white papers, downloads and other great freebies offered by some of the most prominent vendors and thought-leaders in leadership development. Most of the resources listed have a “for pay”component as
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Master the people equation. Elevate your leadership. Tips for how to make the most of interactions with your boss, peers and colleagues; show up in a way that’s positive and respectful. THE KISS MODEL OF LEADERSHIP DEVELOPMENT Delegate the leading of department meetings to your team members. Rotate responsibility. Send one of your team members as a “proxy” to a cross-functional team you belong to. (Note: run this by the team’s leader first.) Help your team members see leadership opportunities. “John, I noticed you didn’t speak up at the XYZmeeting.
ANALYSIS: KEY THEMES IN LEADERSHIP TRENDS FOR 2021 Analysis: Key Themes in Leadership Trends for 2021. We’re nearly through the first quarter of 2021 so I decided to take the pulse of what industry analysts and thought leaders are saying about the state of leadership this year. I did an analysis of seven sources* in the talent development and human capital industry to come up with the key NETWORKING INSIDE THE COMPANY WALLS This post is part of a series on positive office politics, or what we’re calling The P Quotient. It’s a collaborative effort with fellow bloggers Jane Perdue, Mike Henry and Susan Mazza. Jane kicked off the series with a look at the competencies cited as key to being politically astute. She also takes aContinue Reading › 5 REAL-LIFE EXAMPLES OF CREATING POSITIVE WORKPLACE MORALE As we chatted, Bob shared with me some of his successful ideas for creating positive workplace morale. Bob implemented many of these progressive ideas during his tenure at Herman Miller’s “SQA” manufacturing facility. As a consultant, I used to walk the halls of Herman Miller SQA and experienced firsthand the outcomes of theseefforts.
7 THINGS EMPLOYEES WANT TO KNOW IN A DEPARTMENT RESHUFFLE In my experience, leaders often breeze through steps 1 -3, providing only the most cursory of explanations. They want to move as quickly as possible to step #4. Here’s the problem with rushing steps 1 – 3: if people aren’t comfortable with the answers to the first three steps, then they’ll find a way to get the team back to the step for GEN Z: THE CHALLENGES AND OPPORTUNITIES WITH NEW TALENT Gen Z is made up of people born between 1995 and 2012. While the youngest Gen Zers are still in elementary school, the oldest of this generation have college diplomas in hand and are getting ready to head into the workplace. According to Mashable, the emerging professionals of Gen Z already make up more than 25 percent of the American WHY CONFIDENCE IS SO IMPORTANT WHEN LEADING CHANGE AND HOW Confidence is the most important trait leaders can draw upon when leading change. They need to be confident that they are looking at the right information, making the right decisions and giving people the right support to take on new routines. Confidence enables focus, builds momentum and inspires people to give their best.* Home
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HERE’S HOW TO SET YOURSELF UP FOR SUCCESS NEXT YEAR by Jennifer Miller on December 10, 2019 in Personal EffectivenessIt’s less than a
month to the new year and NOW is the time to set yourself up for success next year. That probably seems crazy to you, given that most of us are probably caught in the mad dash of holiday preparations and year-end tasks for work. (16 annual performance reviews, anyone?) But truly, if you want to get a jump on being ready for the new year, set aside a bit of time to reflect and clear the decks.Studies
show that people derive a lot of satisfaction from the anticipation of a positive upcoming event, so it makes sense that there’s an anticipatory element of goal-setting for the new year. But before you move on to what awaits you next year, don’t forget to take a moment to wrap up this year. One very simple way to take stock is to do a quick inventory of the past year. It doesn’t need to be elaborate and it probably will take about an hour. My colleague Dana Theus has created a four-step ritualthat she personally
does each year in December. What I especially love about Dana’s process is that you will take time to give yourself credit for what you have done this year. And most importantly, one of the steps is about letting go of all the stuff that happened this year so that you can move forward. It’s sort of like a “Marie Kondo” of your year. “Want to give your New Year’s hopes and dreams a little boost? Start by putting _this_ year’s stuff to bed so you have a clean slate to start anew when the calendar flips to January,” she writes. Aren’t your goals (and dreams) worth 60 minutes of your time? Go check out Dana’s process and then let me know what you think!*
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THE KEY INTERVIEW QUESTION MANY HIRING MANAGERS FORGET TO ASKNovember 5, 2019
As a hiring manager, you’ve probably had your share of nightmare interviews. You know, the ones where the candidate clearly is not a fit and you’re wondering how few minutes you can expend before politely showing him or her the door. Then there’s the flip side: the candidate sails in, has the right skills and*
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Read the full article → TURN YOUR RESPONSIBILITIES INTO ACCOMPLISHMENTS TO LAND THAT DREAM JOBAugust 19, 2019
My friend Sandra (not her real name) called me up and asked me to review her resume. She was applying for a new job within her organization and hadn’t done the “interview thing” in nearly 10 years. Sandra’s resume showed an impressive series of increased responsibilities and job titles over her decade-long tenure with her*
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Read the full article → WHICH STAY INTERVIEW QUESTIONS WORK BEST?July 8, 2019
This sponsored post is shared with you by Dick Finnegan, CEO of C-Suite Analytics and THE Expert on Stay Interviews. An in-demand speaker and top-selling author, Dick travels the world speaking about Trust and Leadership and has authored five books on Employee Engagement and Retention, including The Power of Stay Interviews, which is the top-selling*
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Read the full article → ARE LEADERS WHO COACH LAZY?May 22, 2019
As the parent of two teens, I’ve become quite accustomed to The Eye Roll. This ocular straining happens most often when I request a previously agreed upon task be completed by said teen. Me: “Hey, it’s time to empty the trash. Trash pick up is tomorrow.” Teen: “Ugh,” with a healthy helping of Eye Roll.*
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Read the full article → PEOPLE EQUATION NAMED TOP 25 HR BLOG FOR 2019May 20, 2019
So here’s a fun tidbit I just learned – BambooHR recently named The People Equation blog a Top 25 HR blog for 2019 in the “management” category. They wrote, “Jennifer V. Miller has centered her career on the people elements of business and excels at breaking down people and their workplace interactions on The People*
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Read the full article → LESSONS FROM THE FARM BOOK REVIEWMay 8, 2019
I grew up in a farming community along the shores of Lake Michigan in the American Midwest. My grandparents were farmers. And although my folks didn’t farm, I spent a fair amount of time on my Grandpa V’s farm. Especially the summer of my 13th year when my Uncle Myron planted a full ACRE of*
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Read the full article → STAND UP-SIT DOWN MEETING ENERGIZERApril 22, 2019
If you’ve ever hosted a day-long meeting or workshop, you know that even the best gatherings sometimes experience a dip in energy. To reboot the vigor in the conference room, here’s a quick and easy meeting energizer that helps revitalize people without being too cheesy. It works best with a group of at least ten*
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Read the full article → HOW TO AVOID GETTING SUCKED INTO NEEDLESS ACTIVITYApril 15, 2019
There’s no shortage of important work to do – both at home and in your job. So, the last thing you want tossed your way is unnecessary work. Nobody likes needless activity, right? But this is easier said than done. I’m sure you can easily recall getting pulled into something that did not add value*
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Read the full article → 9 QUESTIONS TO HELP YOUR TEAM CREATE VISIONApril 9, 2019
Think back to the last project you led. How did you begin? Were you successful getting people on board, or was it more like herding cats challenging than you’d planned? No matter what you’re leading, getting people to line up behind a vision is the first order of business when you take on a new*
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