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My Top Three Leadership Reads for Your Summer Vacation

Eblingroup - Wed, 07/31/2019 - 05:00

Just in time for your summer beach reading, I thought I’d share a quick recap of the three most popular blog posts I’ve run so far this year. Happily, each of the posts addresses one of the three key leadership imperatives I identify in the new 3rd edition of The Next Level:

  • Manage yourself
  • Leverage your team
  • Engage your colleagues

My most popular post on managing yourself so far this year has been How to Keep Your Poker Face. If you could benefit from not letting your facial expressions or body language give away everything you’re thinking, this one’s for you.

On the imperative of leveraging your team, the most read post so far this year has been How to Stop Inspiring Your Team to Underperformance.  Starting with “Dial Back the Nice,” this one has three proven and practical ways to raise your team’s game.

And, this year’s number one post to date on engaging your colleagues is How to Get Your Micromanager Boss to Back Off. For all the people who have a micromanager in their lives, this post teaches you how to Anticipate, Train and Show your way to a more productive and less frustrating relationship.

So, there’s my contribution to your summer reading list. Maybe not as pulse pounding or as steamy as that spy novel you have lined up, but guaranteed to be a quicker read and something you can actually put to work when you get back from vacation!

If you liked what you read here, subscribe here to get my latest ideas on how to lead and live at your best.

Categories: Blogs

When Going Gets Tough, Action and Attitude Carry the Day

Greatleaders hipbydan - Tue, 07/30/2019 - 14:33

Guest post by Marc Demetriou:

There are two words that literally have everything to do with the everything in your days, as you go forward to live your dream and fashion your success: Action and Attitude.
Action: The lazy and uninspired will never inherit the earth, nor even the slightest speck of it. In order to achieve anything, you must be up and doing, actively engaged, and ever in motion. Building a best life requires more than mere motion, and more than mere effort or baby steps. It truly requires enthusiasm, zeal, and zest, along with the unbridled passion discussed in the previous chapter. Action is for those who are willing to sprint and go all out. There are no half–measures or shortcuts.
Each action taken must be considered, measured, and weighed, as each must fit into the larger context of the overall plan. Success is ultimately the province of the one who is on fire, the one who is utterly determined, and the one who will keep shoveling and shoveling in the resolute belief that he or she will indeed move the mountain placed in his or her path, no matter its girth or its mass. When you are going all out, fear itself gets cast aside and all systems are go, because the committed, engaged, and utterly active have no time for fear.
Of course, it is you who must implement your plan, as there is no magic in the moonlight out there that will do it for you. Plans are always the wellsprings of action, and, as such, your plan is not made to gather dust. Action is passion in motion. As Pablo Picasso said, it is “the foundational key to all success.” As Bo Bennett, author of Year to Success, writes, “A dream becomes a goal when action is taken towards its achievement.” May you make what he says your daily mantra, for your road to success must follow just such a course—from the dream, to the goal, to the action, to the achievement, bit by bit and step by step, inexorably onward, until you can truly exhale, breathe deeply, and smile broadly after having fulfilled what you set out to accomplish. It can take a long, long time, but it’s not the time spent that matters. Rather, fulfillment is in the doing. That’s action.
Attitude: Attitude is a larger–than–life word. Your attitude is the embodiment of the very way in which you grapple with life. It is the living expression of your acceptance or rejection of what life dishes out to you. It is your signature, your logo, your mark. Ralph Marston went so far as to say, “Excellence is not a skill. It is an attitude.” John C. Maxwell said, “People may hear your words, but they feel your attitude.”
So, yes indeed, attitude is one very big word. To add to this potent litany of quotes about attitude is a popular saying that goes “We can complain because rose bushes have thorns or rejoice because thorn bushes have roses.” Are you positive, upbeat and smiling when you try to succeed at anything, or are you down on the world and predisposed to think in skeptical terms about what is possible? Do you look for the good in people or rather expect to find the worst in them? Do you expect to take without giving or are you rather a “reap what you sow—you only get what you give” type? Is the cup always half full, or half empty?
If you think that you can take without giving, if you expect the worst from people, if you are generally negative and slow to smile, or predisposed to give less rather than more, then you might want to save yourself the time and effort and put this book aside right now, because success and a best life just might not be your thing. That is, of course, unless you are willing to do the hard work, and change! The truth is that you can begin to change your attitude by simply biting your tongue and smiling when it hurts. You are capable of changing and improving the way you behave and act, if you only have the will. Even the worst of attitudes can be made right with a little spit polish, glue, and hand–holding therapy. Believe it or not, no matter how hard or angry, ditching the negative and accenting the positive just might feel good. Why on earth would you want to hold onto a negative world view and attitude
The great American composer Irving Berlin who wrote in his book, Gathering No Moss: Memoir of a Reluctant World Traveler, “Life is 10 percent what you make of it and 90 percent how you take it.” What I am telling you is that 90 percent of what we are after here is largely the province of the upbeat and daring, the positive and determined, and the smiling and lighthearted. Yes, 90 percent of it is for those who will go forward undaunted, taking the hits and the failings and climbing over the pitfalls and the potholes, and even the occasional quicksand that will be placed in their paths. It is the positive and the upbeat who can deal with the vagaries and surprises of life. As Grandpa Charlie taught me, “Never stop moving in the direction of your dream.”
About the Author: Marc Demetriou is nationally ranked mortgage broker based in New Jersey and author of the book, Lessons From My Grandfather: Wisdom for Success in Business and Life.
Categories: Blogs

How to Do Strategic Planning Like a Futurist

Harvard business - Tue, 07/30/2019 - 08:57

You don’t need a time line; you need a time cone.

Categories: Blogs

To Be Happier at Work, Invest More in Your Relationships

Harvard business - Tue, 07/30/2019 - 08:55

Both inside and outside the office.

Categories: Blogs

Finding (and Keeping) Your Company’s Soul

Harvard business - Tue, 07/30/2019 - 07:30

Ranjay Gulati, professor at Harvard Business School, says the most successful organizations tend to have one thing in common: a soul. Moving beyond culture, the “soul” of a growing start-up — or a more established company — is built on clear business intent, a strong connection to customers, and a stellar employee experience. Gulati says that leaders must think hard about preserving all three elements of the soul even as they scale and never lose sight of what makes their company special. He’s the author of the HBR article “The Soul of a Start-Up.”

Categories: Blogs

Research: For Crowdsourcing to Work, Everyone Needs an Equal Voice

Harvard business - Tue, 07/30/2019 - 06:05

When a few people dominate, you don’t get the best results.

Categories: Blogs

4 Practical Tips for Effective Business Communication

Hr Bartender - Tue, 07/30/2019 - 02:57

One of the skills every professional needs to possess is the ability to effectively communicate. We communicate with companies, clients, vendors, our bosses, co-workers, and employees. We simply cannot let our ability to communicate become something that we skate through our career and hope it all works out. The opportunity for misunderstandings is too great.

At last year’s WordCamp Orlando, Nathan Ingram, led a session on effective business communication. He is the creator of ADVANCE Coaching and works primarily with WordPress web developers to help them becoming more successful in their freelance businesses. I thought his points about business communication were great reminders for everyone.

4 Components of Successful Business Communications

CLARITY: In the business world, reaching agreement doesn’t always mean there’s clarity. Specificity is about clarity. We can get specific by asking questions. One of the best skills we can develop is the ability to ask good questions, which can ultimately help us achieve the clarity we’re looking for.

COMMITTMENTS: According to Ingram, all healthy relationships – including working relationships are based on commitments. It makes sense. We commit to being a part of a team, doing our fair share, delivering a result to a customer, etc.

DOCUMENTATION: It’s time to realize that we can’t rely on our memory. Or our co-worker’s memory. Or our boss’ memory. There’s nothing wrong with taking notes and documenting stuff. Good communication is a balance between expectations and results. Don’t forget technology can help us with this.

INTERACTION: Without regular interaction, people make assumptions. Following-up with others is important, and it doesn’t need to be lengthy. Ingram shared a 3-sentence model for interacting with stakeholders.

  1. Past: Explain what we’ve done.
  2. Present: This is what we’re doing.
  3. Future: This is what we’re going to do next.

Our business communications don’t need to be long or elaborate. They do need to be effective. In fact, some might argue that if we can master the art of simplicity when it comes to our business communications, maybe more people would open our emails and read them.

What are your secrets for effective business communications? Leave us your tips in the comments.

Image captured by Sharlyn Lauby while exploring the streets of Denver, CO

The post 4 Practical Tips for Effective Business Communication appeared first on hr bartender.

Categories: Blogs

Feedback (and Other Dirty Words)

Leadershipnow - Mon, 07/29/2019 - 16:16

FEEDBACK HAS A LOT OF BAGGAGE associated with it. Feedback is not always well-intentioned and is used to punish, demean, or manipulate. When well-intentioned we don’t always do it right. We dump on people, we’re biased, we miss the overall issues, and present it in a way that doesn’t sound helpful. And we, of course, wanting to be right and accepted don’t see it as the gift that it is.

As a result, you will find people avoiding it altogether—whether on the giving or receiving end of it. Or you will find people trying to take it to a higher lever and state that what we need and really want is attention. Positive attention is the way to go. Build on strengths. But sometimes we need to tame our strengths for our own good, and sometimes we need to manage our weaknesses. And frequently we have no idea unless we are told. We need feedback.

In contrast to the desire of some to dumb down or avoid feedback, authors Tamra Chandler and Laura Grealish have decided to deal with feedback head-on in Feedback (and other dirty words): Why We Fear It, How to Fix It. Done right, feedback is not only a good thing, it is essential to growth and performance. They say we need to do more than tweak our feedback practices, we need to completely rethink the what, how, and why.

They begin by defining feedback as “Clear and specific information that’s sought or extended for the sole intention of helping individuals or groups improve, grow, or advance.” This forms the basis for their Feedback-Fixing Movement.

“Every great feedback experience,” they write, “is anchored in fairness, focus, and frequency.” Fairness is about trust. “When trust and fairness are absent, because either the feedback itself or the Extender [of feedback] seems unfair or biased, the Receiver retreats into protection mode.” We generally associate feedback with criticism because that’s sadly the only time most people speak up.

Focus is about making the feedback specific, targeted, and brief.” When we dump on people, they shut down and the feedback moment is gone. “Dishing out bite-sized portions of off-the-cuff gratitude, recognition, direction, or coaching can move the performance needle much more effectively than hours of training sessions, development seminars, or dismal laundry lists of your rights and wrongs from the past year.”

Frequency is the accelerator. “Connecting frequently speaks volumes. It says, ‘I’m paying attention, what you do is important and notable, and you are a priority.’” Informal and spontaneous is the secret to frequency.

To revolutionize feedback, the best thing you can do right now—especially as a leader—is to become a Seeker of feedback. That is, become a person who proactively requests feedback from others with the intention of self-development or growth. It helps you in a couple of ways. First, you are the example you need to be, and second, to be a seeker lowers the fear associated with feedback because you choose the time and place, the issue and the extender of feedback.

The authors offer the Seeker several tips to effective feedback seeking. First, ask in advance, giving the Extender(s) time to think. (Asking more than one person provides you with a better picture of what is actually happening.) Give them permission to be candid with you. They are most likely as uncomfortable with it as you are. Third, ask them to start noticing based on the nature of the feedback you are requesting. And finally, make the choice to do something with what you have learned.

I found the chart below helpful in wrapping your mind around the proper way to deliver feedback. The considerations are many but going through the chart will help you not only form the conversation but get a handle on your intention for giving feedback in the first place.

Feedback (and other dirty words) is full of helpful insights and constructive interpretations of the scientific studies and data regarding the issue of feedback. It is a comprehensive look at feedback and well worth reviewing in terms of both delivering and receiving feedback.

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Categories: Blogs

New Data Tells Us Which Companies/Vendors Owns Corporate Expense Accounts...

Hr Capitalis - Mon, 07/29/2019 - 11:14
If you've ever wondered (what, just me?) what companies and vendors have the biggest share of corporate expense accounts/submitted expenses for approval, look no further. The Certify SpendSmart™ quarterly report analyzes the most recent business expense transactions and vendor ratings... Kris Dunn
Categories: Blogs

Research: Board Experience Is Helping More Women Get CEO Jobs

Harvard business - Mon, 07/29/2019 - 09:12

To groom women for the C-suite, help them get on a board.

Categories: Blogs

Finding Balance as a Dual-Career Couple

Harvard business - Mon, 07/29/2019 - 09:04

Optimize your time and energy — as a unit.

Categories: Blogs

Managing High-Stakes Situations: 5 Lessons from the Pentagon

Harvard business - Mon, 07/29/2019 - 08:25

Ash Carter on why it takes a strong communication plan and a transparent culture.

Categories: Blogs

How Leaders Can Ask for the Feedback No One Wants to Give Them

Harvard business - Mon, 07/29/2019 - 06:05

What do employees say about you when you’re not around?

Categories: Blogs

Is It Okay to Contact a Job Candidate Via Their Work Email – Ask #HR Bartender

Hr Bartender - Sun, 07/28/2019 - 02:57

In today’s tough recruiting market, organizations are looking for every way possible to find qualified job candidates. Today’s reader note asks a straightforward question about doing that.

Hi Sharlyn! Can I get your advice? Is it inappropriate to email a potential job candidate at the work email address?

Instead of me just offering my opinion in answering this question, I wanted to bring you some differing thoughts. In situations like this, there’s not necessarily one right response. It could come down to what the recruiter is comfortable with or the what the company culture will support. I reached out on a public Facebook group called “Recruiters Online” to see what they thought. The group has more than 15,000 members and offers a lively discussion about what’s happening in talent acquisition.

On the “Hmm, no or maybe not” team

My thought would be to not reach out to a job candidate via their work email unless that’s how they contacted me. And there are completely legitimate reasons for them doing so. Not everyone looking for work is sneaking around behind their boss’ back. For example, maybe the offices are moving, and this employee can’t move to the new location. Here are a few other reasons not to make a work email the initial point of contact:

Jeanne Achille, CEO of The Devon Group and chair of the Women in HR Tech Summit – Use personal. Most corporate networks are monitored.

Mairy Hernandez, HR manager at a robotics automation start-up and career advisor to job seekers – Contacting them via work email can be sensitive to the candidate, especially since it leaves a trail of evidence discoverable by IT, so I would advise against it. Is it really necessary to use their work email? Especially when now you can pretty much reach out to anyone via social media.

Jack Kelly, founder and CEO of WeCruitr.com – I place people on Wall Street and their emails are monitored by compliance departments to ensure employees aren’t breaking the rules. So, you have to be super careful. If your focus doesn’t have this issue, then go for it. The worst that happens is that they’ll be rude. When that happens, treat it as an objection, overcome it, and pitch the position.

Anna Szymanski Kett, owner of Quality Professional Recruiting – I would never do that. When they contact me using their work email, I ask them for their personal one to continue discussions.

Phidelia Johnson, SPHR, SHRM-SCP, executive human capital management strategist at Redefined HR – I’m against the idea of using work email because it could backfire where the candidate doesn’t get the job and the employer (through IT) finds out about it and the candidate gets terminated. Unfortunately, I have seen this happen.

In the “Sure, why not or yes” camp

Some recruiters will say that the way to find passive candidates is by contacting them using any means necessary. If there’s a concern about email, then make initial contact by phone. The job candidate can tell you they’re not interested and if they are, then they can share a preferred method of contact. Here are some additional viewpoints from recruiters who use the strategy:

Darryl Dioso, managing partner at Resource Management Solutions Group – No problems here. Typically, I get a response that they’re interested and would prefer to continue discussions using their personal email or texts.

Michael Dube, human resources manager at Chubb – If you’re an external recruiter and you’re hesitant at contacting a candidate via work email I’d hate to see your billings for the year. It’s 2019. Recruiting is brazen, and you need to be aggressive in a professional and tactful way. No employee is going to get in trouble if a recruiter solicits them at work. They should be smart enough to email offline.

Kara Rice Heath, managing director of iNNOV8 Talent – I do it and I simply say ‘Hey —–, do you have a personal email? I would love to send you some info there instead.’ Works like a charm.

Jason Metz, talent sourcer for Mosaic, a non-profit faith-based organization doing healthcare services for people with intellectual disabilities – Work it the right way, go in with the idea that you are connecting not going in with the idea you are hiring. Another way is to use it as an attention getter to point towards a LI message or other contact. Work what you can to get the right folks. I’ve gotten a ton of response from work emails.

Robin Quale, talent acquisition consultant at Queue Talent – Yes. But always tactfully, don’t go blasting the job description at them in the email.

A huge thank you to the individuals who responded and shared their thoughts. As you can see, the responses are pretty evenly split between “yes” and “no”. But there is one central theme in everyone’s reply: remember the candidate experience. As a recruiter, your initial contact with a candidate is a part of it. Create a good first impression and maybe that job candidate will give you their personal email or answer a work email.

Image captured by Sharlyn Lauby while exploring the streets of Fort Lauderdale, FL

The post Is It Okay to Contact a Job Candidate Via Their Work Email – Ask #HR Bartender appeared first on hr bartender.

Categories: Blogs

Breaking Down the Onboarding Style of Steve Ballmer, Former Leader at Microsoft...

Hr Capitalis - Fri, 07/26/2019 - 10:20
I'm over at my other site today - Fistful of Talent - talking about the leadership style of former Microsoft leader Steve Ballmer. Ballmer is retired and now owns the Los Angeles Clippers, and his leadership style was on full... Kris Dunn
Categories: Blogs

How Blockchain Will Change Construction

Harvard business - Fri, 07/26/2019 - 09:00

It will ensure complex projects have transparency and good record keeping.

Categories: Blogs

You Just Lost Your Temper at Work. Now What?

Harvard business - Fri, 07/26/2019 - 08:00

Don’t try to pretend nothing happened.

Categories: Blogs

Are Companies About to Have a Gen X Retention Problem?

Harvard business - Fri, 07/26/2019 - 07:00

Gen Xers are getting fewer promotions than other age groups — and their frustration is building.

Categories: Blogs

Why You Should Stop Trying to Be Happy at Work

Harvard business - Fri, 07/26/2019 - 06:05

Find meaning in your job instead.

Categories: Blogs

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