In 1500 words or less, each post will give you something you can use TODAY to build yourself, your people and your organization whether your organization is a "for-profit" or a "not-for-profit."
People have questions. New people to your organizations and even existing staff have questions. Some are complex and some are very basic. Often times the people who know the answers aren’t available. Struggling and not knowing causes stress and frustration. Consider creating a simple tool, a “Who Does What” tool.
Just about three years ago I lost my job. At the time my friends, family and co-workers all said it was the best thing that could have happened to me. They saw the signs that I couldn’t or wouldn’t see. As usual, lol, they were right.
Please take a few moments, and read this post, maybe it will help you or someone you know.
Do you remember a time when your life changed? We all have key days or experiences that fundamentally change our path through the maze of opportunities and challenges.
For me professionally, it was an eight-week course on “How to Win Friends and Influence People.” The course was provided as I approached a precipice in my career and not only saved me from myself but laid the groundwork for the success that I have achieved since; professionally, academically, and with great lessons in my personal life.
I am currently a Project Manager. I have been other things, a consultant, retail executive, a motivational speaker, and more besides.
As a project manager, we record “lessons learned” so we might avoid making the same mistakes in the future. Using that principle, I am sharing some of my “lessons learned,” to help you or someone you know. Some you might have read before; some might be new. Please add your own in the comments.
Effective leadership is not easy. An effective leader is always learning, always reinventing themselves, and always adapting their skills and approach to the current environment. To be successful, effective leaders cannot be entrenched they must constantly look at different perspectives and be aware of their blind spots.
Effective leaders never forget that leadership isn’t about them, it is about the people they lead. They are facilitators, they empower, and they are whatever the situation, their organization, and most importantly what their people need them to be.
I have hoped in a small humorous way to highlight some things that people can change. All of these are relatively easy to fix, and they drive, not just me, crazy, but many others.
With all the stress, anxiety, and issues we all face today, correcting some or all these small “Richard” behaviors wouldn’t be difficult, so read this post and see what you think.
We have all experienced them.
The kind of meeting where the clock, if it seems to move at all crawls at a glacial pace. Far from being productive, the attendees have long since stopped paying attention and only want to find an escape so they can get some real work done.
Ineffective meetings frustrate everyone, the people attending them and the people running them.
The first step to resolution is to recognize the warning signs and then start today rectifying the situation.
Recently I started a new job. The job and people are excellent but I found myself trying too hard and doubting my skills. This anxiety is common and can easily overwhelm a new person in any organization. I recalled the lessons I had learned from my mentors, applied them to my own situation, and sought to share them as well. Please feel free to add your own suggestions and share this post.
Rigidity usually happens slowly and without most people noticing.
If we do notice it, we usually only see it in other organizations and in other people. Most people do not even realize it is happening to them, many will deny it, but those who do are only fooling themselves.
The rigidity of thinking and action can stifle growth, success, and happiness, and even threaten survival.
New people are excited and want to do a good job. Successful organizations combine good onboarding plans with detailed development plans to give their people the skills, attitudes, and behaviors necessary to achieve the goals of the organization and their team members.
A person’s final weeks are equally important. As we have mentioned successful organizations manage hiring, onboarding, and the first weeks and months to give their new hires all of the tools they need to succeed. Successful organizations set themselves apart from their competition equally as much, by the ways they plan and manage the time when a person is preparing to leave their organization.