My Grandson is 2 ½ years old and his job, as with every 2 ½-year-old, is to learn and master skills. Each week when I visit him, I see he has learned something new. Words with a lot of syllables in the same sentence. Catch a ball (sort of). Read (memorize) a book. Run AND
Bad conversationalist or good conversationalist? Over and over again on Saturday night my honey Rick and I found ourselves in situations feeling awkward and struggling to connect with other people. This is not usually the case for me! I love people and getting to know them. However, talking with people Saturday night was like driving
Good question. Employee disengagement isn’t always obvious; it can be subtle. Step out of your world for a moment and look at your employees through a lens of objectivity. What is each employee DOING? What is each employee SAYING? Employees provide clues to their level of engagement through their behaviors and statements. As a manager,
How many dollars do companies waste on disengaged employees? *One employee cost Goldman Sachs an estimated $2 billion+. Shocking? How can it not be! People Metrics offers a more realistic look at the cost of employee disengagement - $2,246 per employee. Yikes! Why are disengaged employees so expensive? Productivity falls: Working at full capacity isn’t
The style in which you lead impacts the people around you, and in turn impacts the success of a department or organization. One might think that a particular leadership style is best; however, different situations require different styles of leadership. Psychologist Kurt Lewin is known for his contributions to defining leadership styles. His work dates
Coaching is a method supervisors use to recognize and/or develop their employees. Many employees are hungry to be coached, yet many supervisors don’t make it a priority. Having a meeting with an employee to correct behavior isn’t necessarily coaching. Instead, adopt the idea that you can make your employees better when you invest in their
My last web article presented 4 easy steps to giving positive feedback (if you want to be a superior supervisor). I hope you have been recognizing the great work of your employees! BUT. There is a flipside of positive feedback … not-so-positive feedback – a.k.a. constructive criticism or corrective. Part of your role as a
Superior supervisors take time to recognize what their employees are doing well. Part of your job as a supervisor is to develop your employees into great employees – without feedback this is quite difficult to do. This week we will focus on giving positive feedback (return next week to learn how to give not-so-positive feedback).
When I am training a group of people, part of what I do is help people discover where they can improve. This is a delicate task. If it isn’t facilitated respectfully, I run the risk of creating a climate where people do not feel valued or safe to explore and take risks with their skills.