Insights

Are You Pleasurably Sharing or Impulsively Bragging?

Are You Pleasurably Sharing or Impulsively Bragging?

In a 2012 Harvard study, self-disclosure was found to be intrinsically rewarding and healthy. If you’re professionally modest, is your self-disclosing uneasiness holding you back from realizing your and your team’s true potential? If “yes”, how will you break through your mindset? If you know someone is self-disclosing, perhaps even more than they should be because they’re a bit insecure, are you supporting them so they get more comfortable in their own skin? If you’re impulsively bragging, please seek the professional help you need to work through your deep-rooted insecurities, not only for your own sake, but for the sake of those around you.

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What is the Best Gift You’ll Ever Give Yourself?

What is the Best Gift You’ll Ever Give Yourself?

In the words of novelist and artist Douglas Coupland, “You keep waiting for the moral of your life to become obvious, but it never does. Work, work, work: No moral. No plot. No eureka! Just production schedules and days. You might as well be living inside a photocopier. Your lives are all they’re ever going to be.”

Have you given yourself the gift of discovering your life’s higher purpose? If not, what’s stopping you, or better yet, when will you?

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How to Actually Conquer the Passive-Aggressive Roller Coaster

How to Actually Conquer the Passive-Aggressive Roller Coaster

The workplace is rife with passive-aggression. If you’ve never encountered a passive-aggressor, here’s the time to prepare for the day that you do. You will likely find yourself in that tough and frustrating spot at some point in your career. The passive-aggressor may be your co-worker, boss, client, customer, colleague or business partner. If you have interacted with or are currently interacting with a passive-aggressor, have you used these techniques to conquer the inevitable passive-aggressive roller coaster ride?

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Wanted: Honest, Courageous & Accomplished Leaders with a Big Heart

Wanted: Honest, Courageous & Accomplished Leaders with a Big Heart

Per a 1+ million-person study, organizations regularly promote the emotionally incompetent. After closely reading the 7 behaviors of “heartless leadership”, which behaviors are being exhibited in your organization and by its leadership, if any? If you’re observing and experiencing one of more of the heartless behaviors within your culture, what can you immediately do to raise awareness within your organization? If you’re personally demonstrating one or more of the heartless behaviors, what can you do to start leading with your heart?

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Are You Contributing to Workplace Incivility?

Are You Contributing to Workplace Incivility?

Workplace incivility impacts your brand plus your bottom line — your customers’ willingness to buy from you…your employees’ willingness to invest their “all” in you…and your peers’ willingness to partner with you. The research-driven data quantitatively proves it! What Type 1 and 2 behaviors are you exhibiting? Of those behaviors which ones are you committed to stopping immediately? What Type of 1 and 2 behaviors is your organization or team exhibiting? Can you raise your organization’s or team’s “incivility awareness” by sharing this extensive research with them?

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Stability Mastery + Agility Mastery = $$$$$

Stability Mastery + Agility Mastery = $$$$$

When was the last time your organization (or team) seriously critiqued both its foundational layer AND its dynamic agility plug-and-plays to determine what’s working well and what isn’t, then take corrective action in order to strike that right stability/agility balance? If it has been awhile or has never occurred, how soon can you take the next step if your goal is to become one of the 12%’ers who 2X-3X financially outperform 88% of the organizations on the planet?

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Become a “High Performer” Magnet

Become a “High Performer” Magnet

O’Boyle and Aguinis have presented a statistically compelling business case to pitch the bell-shape performance curve — a case that just can’t be ignored. It’s time to seriously rethink your high performer strategy and to act on the foundational recommendations presented in order to become a “high performer” magnet. What is your immediate next step?

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Even 1 “High Performer” Resignation is Too Many!

Even 1 “High Performer” Resignation is Too Many!

What is your organization doing to retain ALL of its high performers — the 10%-15% statistically-proven group of elite stars who define your company’s competitive advantage…who are unique and non-replaceable with a multitude of average workers…who account for 30.1% of your company’s total production…who are actively being pursued by other organizations…who can disrupt your organization’s performance when they resign…and who are not being given compelling reasons to stay with your organization?

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Slaying Organizational Waste — Step 1

Slaying Organizational Waste — Step 1

Employees say that they only spend 45 percent of their time at work actually completing their primary job duties, according to a survey of 2,000 office workers conducted by management software developer AtTask and market research firm Harris Interactive. In a different survey, twenty-four percent of workers admitted they spend at least one hour a day on personal email, texts and personal calls. But the waste doesn’t stop there.

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Scrap Annual Performance Appraisals

Scrap Annual Performance Appraisals

If scrapping the annual performance appraisal process makes business sense to you as well, are you willing to try the alternative provided? If “yes”, how might you best socialize and ultimately integrate this method into your environment?

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