While problem-solving is a fast way to deepen one’s influence on a team, it depends on how one goes about addressing the problem.
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Many workplaces have five generations serving on the team. They all bring something different to our team. Each one highlights something important and different from the others.
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People see themselves as victims of a broken system, a broken home, a broken relationship, or a broken spirit. They feel disadvantaged. Even though we live much better than people did a hundred years ago…
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As we age, we can become more solitary and conceited, but it doesn’t have to be that way.
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Each January (as a norm), I publish a list of my favorite books I read the previous year. Many of the books I read this year were good, but not great. The six titles below were life-changing for me.
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How Does Hope Work? This story illustrates one of the most complex emotional dilemmas we face.
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This may explain the cynical, even jaded, mood of millions of people.
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Over the last several years, I’ve been working on a tool to cultivate this conversation and inspiration. I believe students (children or teens) get engaged with stories—true stories of other kids who’ve done something incredible where they live.
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We’ve all uttered the phrase to someone when they do something unexplainable: “What were you thinking?” We say it to our kids, spouses or colleagues in their irrational moments. The question is quite paramount.
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the inability to make such decisions is one of the chief reasons executives fail.
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Today, we not only experience ethnic diversity and gender diversity in the workplace, but also a diversity of generations attempting to work together.
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While every employee must know their job inside and out, the average team member loses sight of the big picture and focuses only on their task. They miss the forest for the trees. Leaders must equip them to see the bigger picture and align their job with the larger vision, not vice versa.
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We must acknowledge, however, that these are “old-fashioned” work ethic standards. While I still value them and love it when I meet anyone who embraces them, many young workers don’t embrace them because they say they’ve “learned from the mistakes of older generations.”
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Stereotypes exist for a reason, but far too often, it is an uninformed reason.
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I am grateful I didn’t have experience in some areas and wasn’t bound by the norms that confined so many companies in my industry.
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After 39 books, I’m definitely still learning but I’ve picked up a few insights on “best practices” and what to avoid, which helps accelerate the process.
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Mission statements clarify what we do. Vision statements clarify what we see as a result. But to simply summarize them in rational terms won’t elicit the best effort from your team nor will it move your customers.
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Young adults recognize the need for good leaders but have no desire to lead. Unfortunately, misconstrued ideas of what leadership looks like have turned many from today’s emerging generation away from the responsibility.
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In every focus group I’ve witnessed, I hear young adults respectfully begging for fundamental change, not incremental change. While employers often propose tweaks to their current systems, today’s kids have been exposed to the “dirt” on leaders in nearly all industries.
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