Archive for the ‘Managing Employees’ Category

Now Is The Time To Massively Increase Your Results

Friday, April 3rd, 2020

Challenging times require substantially changed behaviors.  Everyone knows the story of the 110-pound mother who can lift the car off of her child because there was a need, and there was no one else around to do it.  Well, think of yourself as being that 110-pound woman who there’s no way in regular times you could lift the car, and that’s how you should approach your job every single day. So if you were producing five widgets, the question you should ask yourself is, seriously, how do you produce 500 a day? If you were able to have other projects that you are doing or different impact on customers, how do you raise that impact by a hundredfold?

These times require massive action that’s the right action. If you don’t know how to be in the mastery of the work that you do, Google it. Go home, read a couple of books. Come to a different person, because these kinds of times require those who step in all-in every day. Be that person.

Step Into Your Authenticity

Monday, November 4th, 2019


Authenticity is the daily practice of letting go of who you think you’re supposed to be and embracing who you are. Your leadership is correlated to your willingness to be vulnerable and real.

When we put up a façade as we walk into the office, people don’t buy it anyway. If instead, we become authentic and talk about our challenges and where we need to grow, and we “cough up the proverbial fur ball,” people support us because we’re being authentic.

Let go of the façade. You don’t need to wear a mask when you come into the office every day. Instead, step into your authenticity, and be the leader who’s willing to be vulnerable and real. Watch how people will support you in making your dreams come true.

Get Good Face Time With The Boss

Monday, June 8th, 2015

Most managers know that it’s important to schedule regular one-on-one meetings with their direct reports. But if you are one of those direct reports, do YOU know how important those meetings are?

It would help if you did, because no meeting is more abused than this one. It’s rarely planned and it’s the first thing to be rescheduled when things get tight, which is pretty much always. As a result, they are largely ineffective.

It’s time to fix that, and there’s no need to wait for the boss to do it.

Show initiative by coming to the meetings prepared with concise bullets outlining your current projects and where they stand, as well as a small number of questions that are appropriate for this setting. End each meeting by asking if there’s anything you should be doing differently, or any way to improve communication.

Here’s a news flash: This meeting is not mostly about the work. It’s about establishing and maintaining a trusting, effective relationship between supervisor and employee. And there’s no end to the benefits that flow from that.

The Mistake-Free Workplace! (And Other Fairy Tales)

Saturday, September 29th, 2012

Perfection is a beautiful idea. So is Santa Claus – but that doesn’t mean you’ll get presents under the tree just by being good.

Likewise, if you set your mind on perfection and decide to accept nothing less, you’re in for a long, hard fall. And the very things you’re hoping to achieve will fall with you.

Don’t get me wrong—it’s a very good thing to set the bar high, to push yourself and others to do more than they ever thought possible. But part of the package when you’re dealing with human beings instead of robots is knowing for a FACT that mistakes will happen on the way to your goals.

Everyone makes mistakes. It’s part of the human package. So if you’re a manager, how do you deal with employee mistakes when they happen? (more…)

Feedback done right

Sunday, July 15th, 2012

Feedback is the breakfast of champions. – Ken Blanchard

Feedback is one of the most indispensible tools for success. We ought to welcome it as hungrily as our morning meal. But some people attach who they are to what they do so tightly that when they hear suggestions about how they can improve, it feels like a personal attack. That’s a matter of weak self-esteem, something we all struggle with to some degree.

If you are offering feedback to someone else, be absolutely sure your input is respectful and not accusatory and hurtful. The best way to do that is by checking your language to make sure you were making requests about actions, not criticizing the character of the person. (more…)