In any job market, interviewing to fill a job can be hard. We want the right person, but the urgency to get the job filled sometimes gets in the way. Our sense of urgency tends to push us to find a person who seems to have the right skills and hope the fit works out.
Superheroes in the world of cartoons, graphic novels, and movies are seemingly normal people who have superpowers that typically help them make the world a better place. What if we could equip our leaders with a superpower that would help them make their teams more effective work better? Let’s stay in the realm of possibility
Leadership is often talked about as a noun – a position, a role, and a responsibility. Because of this, we know that once people have been promoted to leadership roles, they need new skills to be successful. But leadership isn’t only a noun, it is also a verb (those skills you think of are behaviors
Last week, I wrote about how to assess the effectiveness of your organizational communication, but I didn’t talk about how to improve it. This week, I take that next step. If you would like to improve organizational communication (and I’m guessing, you do) – here are five places to start. Have a clearer message No
Having worked with and interacted with leaders and team members from over fifty countries, there are certain issues and conversations that are predictable because they are so prevalent. For all the differences in culture, industry, size, and situation, most everyone says they wish organizational communication was … better. That is understandable because it is hard.
One of the most important things a leader can do is set clear expectations for the team and individual team members. Most will agree with this statement, even though not everyone is very good at doing it. But there is another level of expectations that is equally important and even more often overlooked – organizational
It has been three years since the world and the world of work were changed by a virus. COVID-19 was spreading and people were staying at or were sent home. For many, because of the lockdowns, work changed forever. Even for organizations where most (or all) employees stayed in the workplace, the context of work
Talk about employee engagement has never been louder than it is today. But much like the distortion you get in your music when you turn your speakers up to the max, more talk hasn’t made this topic clearer. Let’s take a few minutes to dispel the myth of employee engagement, turn down the volume, and
Admittedly, it is a bold statement – that two tickets to a virtual event could change your organization’s future. Bold, but true. If your organization is struggling with Return to Office, trying to figure out what the future of work needs to look like, wondering how to design your team for this future, wanting greater
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