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The 5 Productivity Secrets of Successful Business Leaders

October 3, 2011 By Leave a Comment

Picture of Inbox and OutboxYou can go to any store in the world today and buy David Allen’s Getting Things Done, and I do recommend this book multiple times to clients I coach.

But at the end of the day, I have discovered that the 5 most common things productive business leaders do is very simple, and anyone can implement these steps without reading a book or going to a time management seminar.

So, here we go:

1.  Grab the stuff that is getting your brain’s attention and write it down.  If you don’t, it will keep rolling around like marbles in your head until you do something with the information.   This extra information is taking up mental space that can be used on the most important activities.

2. Go on an email detox program.  I talk to leaders every day who tell me they often just sit at their desk and wait for new emails to come in so that they can respond quickly to concerns…appearing as if they are always available.  While this may seem great, more often than not, the leader’s most important, mission critical activities are being avoided by their email dragon.    Unsubscribe from all mailing lists you do not absolutely have to have and then do your best to check email only two times per day, preferably not the minute you walk into your office.  I recommend 10-11 a.m. and 4-5 p.m. as good times to check email and then do your best to not look at your email again for any other times of the day.

3.  Take a 30 minute nap.  Why is it that most countries other than the USA encourage a 30 minute nap in the middle of the day?  I suppose we are afraid that someone might just get ahead of us if we are napping (wink, wink).  A 30 minute nap can leave you with a great amount of energy, and you will get a big boost in your productivity later in the afternoon.  That 30 minute nap will last a lot longer than the latte you are probably using to give you an extra jolt.

4.  Remove everything from your life that is dragging you down.  This can include people, furniture, old business, old ideas, a leaky faucet, an ugly color of paint or a dying plant.  I highly recommend that you de-drag your home and office.  If your home, office, friends, network or organizations you deal with are not uplifting, it’s time for a total makeover.

5.  Find a calendar or scheduling system that works for YOU and put very specific tasks on your list.  I recall someone giving me a Franklin Covey planner when I was about 26.  I tried so hard to use it, and it worked for about one month.  Then, the pages of the calendar just went blank.  The system did not work for me AT ALL.  I now use Google Apps, and I love the tool.  I put everything I need to do on my calendar, and I make sure that the task I type in is super specific.  Instead of simply saying “Work on Marketing”, I will write out “Send email broadcast and write one blog post” (which was on my list for today).  I put this on my calendar, and  I use Tungle.me for my clients to make their own appointments.  The minute I type out what I want to do during a certain block of time, Tungle.me catches it and blocks out that time so that clients cannot make an appointment during that time.  So many of us are way too busy working in the business and not on the business, and we all need that time to get the most important things done.

I encourage you to try at least one of the above five strategies as an ongoing behavior and just see if it improves your ability to get things done.

Filed Under: Leadership Articles, Leadership Coaching, Productivity Tagged With: , , , , , , ,

NEW VIDEOS: Is The Media Ignoring Ron Paul? Piers Morgan and Jon Stewart Weigh In

August 16, 2011 By 1 Comment
Ron Paul, member of the United States House of...

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I have to admit that I am a bit biased on the subject of Congressman Ron Paul, as my daughter Ann is working on his Presidential campaign. I honestly did not know much about Paul until this past year, and the more I listen to him, the more sense he seems to make. He believes in getting back to what our founding fathers wanted in the first place…liberty and freedom.

But, I just have to put this out on my blog today, as it has been so blatantly apparent that the media is just totally ignoring Ron Paul in this campaign. He almost tied Michelle Bachmann in the Iowa Caucus, yet everyone is just ignoring this…as if Dr. Paul does not exist. There is all sorts of talk about Bachmann and Perry and a lot of coverage on Pawlenty pulling out of the race, yet very few people are saying much about Ron Paul. It makes me wonder (based on the below interview) if the media might be afraid to bring Paul into the spotlight, because gosh…he might just be the person who could help turn our situation around. Last night, Piers Morgan interviewed Paul and was quite direct in asking the long term Congressman why no one is talking about him? Watch this video of the interview:

And, here you have the outcome of the Iowa Caucus:

 

 

 

 

 

 

 

 

Now…watch how Jon Stewart sums all up. Really right on point and very funny!~

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Filed Under: Leadership, Leadership Articles, Leadership Assessments, Leadership Coaching, Leadership Lessons, Leadership Training, Politics Tagged With: , , , , , , ,

3 Strategies to Make Sure Your Leadership Coaching Really Works

August 9, 2011 By 3 Comments

I will be the first to admit that I am not a guru when it comes to leadership coaching, but I have been around the block a few times. I have been coaching since the year 2,000, and through the school of hard knocks and trial and error, I have finally come to the conclusion that there are 3 strategies that I must use if I want the leaders I coach to be successful. Today, I would like to share those three strategies with you.

1. Design your coaching strategy around what the followers want to see change or improve…not necessarily around what the client thinks she needs. Leadership coaching is so very different from life coaching or coaching a solo business owner for this one reason: The leaders you coach have people who are following them, and as a leader, you must be willing to shift your leadership style, communication style or even the way you walk based on what your followers say they most need and want. Below, I will go into detail about the one month needs assessment, and I just want to caution you about this: Simply because a leader calls you and tells you she wants to work on her time management or organizing her office does not mean this is what her followers want to see. The most successful leaders understand their followers needs and desires and they will do anything to get the majority of their followers’ needs met. As a leader, if your client does not care what the followers think, then she is simply not a leader…enough said!

2. Begin your actual coaching only after one solid month of assessment. Assessing a leader in a company is a great deal like a physician trying to diagnose a patient’s illness. A doctor would never walk in and just start writing prescriptions without asking multiple questions of you (and maybe of your family members) to find out what is really going on. During the first month of leadership coaching, I invest my time conducting a very thorough needs assessment which includes the following:

  • An oral 360 degree feedback review. With my approach, I interview at least 12 people who are around the leader. The list of people I interview include direct reports, bosses, peers and even family members. While I am certified to run the online 360 degree assessments with the Center for Creative Leadership, I have found that by asking 12 simple questions of 12 different people, I get much better responses. I not only hear the answers, but I hear the sighs, the laughs, the “ughs” and I can see eyes rolling, deep thinking and smiles or frowns on faces.
  • The DiSC Assessment. Most leadership coaches have their favorite tools to use. Mine is by far the DiSC assessment. The tool has been used for over 30 years by over 40 million users and is one of the most trusted learning assessments in the personal and professional development industry. With the DiSC, you will quickly learn if the leader you are coaching is a strong-willed, bottom line risk taker or a leader who loves to entertain and motivate others. The communication style of your leader is critical to her approach with her followers, and this tool will help you bring out the best in your clients.
  • The Strengths Finder Profile. I truly believe that using a leader’s key strengths to help shore up weaknesses is one of the best ways to approach your clients. It is critical to know upfront what your leader’s strong suits are, and this assessment can help you refine your coaching and hone in on those strengths from the first coaching session to the end of the coaching engagement.
  • A two hour relaxed “get to know you” meeting with your new client. I always invest at least two hours in the early stages of the needs assessment with my new clients to find out what makes them tick and what ticks them off. I want to know about the music they listen to, their favorite foods and colors and a bit about their personal life. This relaxed conversation builds trust and also helps fill in some of the gaps that will more than likely be missing with the formal assessments.

3. Once you have completed the needs assessment, pick one goal ONLY to work with your client on for at least six months. I have observed coaches who pile goals on top of goals on top of more goals and “things to do”. This is a big mistake (in my opinion). I have learned that when coaching a leader, we have to agree to work on the one leadership skill that needs the most work, and work a system so that improvement starts to happen as quickly as possible. Improvement in one area will often help in other areas of leadership, so I just want to encourage you to keep hammering home points around that one critical skill that needs work. Doing a little bit of work on a long list of leadership skills will get your client to move an inch. Working on one goal and seeing a leadership skill turn 180 degrees is much easier for your client to swallow and others will notice improvement quickly if you are really targeting one area that is of greatest concern for the people who are trying to follow the leader.

If you or someone you know is interested in discussing leadership coaching, please feel free to contact me, Bea Fields, at 910-692-6118. I am happy to spend some time discussing your leadership needs.

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Filed Under: Leadership, Leadership Articles, Leadership Coaching Tagged With: , , , , , , ,

5 Questions And Answers to Change Your Business For The Better

July 21, 2011 By 1 Comment

It is hard to believe that I have been coaching for ten years. It seems like a few months, because I so love the work I do and am really so happy when I see people succeed.

As the years have flown by, it is not uncommon for the same questions to pop up over and over again, and at the end of the day, my clients (CEOs, Company Presidents, Executive Directors) hire me to make their organizations stronger so that they can be more profitable. I also work with non profit organizations, and their goal is of course to raise more funds, recruit more volunteers and provide more and better services to their clients.

So, today, I want to leave you with five questions that I have heard most often and provide you with one strategy to answer each question. I want to remind you that I am not a consultant…I am a coach, so finding solutions to these challenges rests with the client..my goal is to bring those solutions out of the client and onto the table. While you probably have similar or better solutions than the ones I am listing below, I am simply sharing with you what I have seen has worked quite well in the recent past. These solutions are not fluff or blue sky thinking…they are practical and simple, yet not always so easy to achieve. These approaches require hard work, consensus and as a leader, your full commitment to seeing that the strategy/strategies are implemented and refined over time.

The 5 Questions and Answers to Change Your Business For The Better:

Question 1: What is it going to take for me to succeed as a leader and for our company to thrive?

Answer: To be as candid, direct and transparent as possible. Too many companies “talk around” tough or sensitive issues, which can waste time, energy and money. If you are not being candid, creativity is blocked, projects slow down and money is lost. Just consider the last time you postponed having a tough conversation or being open and frank during a project, and ask yourself what was lost as a result. While being candid is simple, it is difficult to implement, because employees are fearful of backlash if they are candid and open. Being transparent, candid and direct should be encouraged, praised and rewarded, and your employees will trust that being candid is actually a success tool…not an approach that is going to cost them their job.

Question 2: How do I stay competitive in today’s business world?

Answer: Attract the best players and train the up on a regular, ongoing basis. You may have the most beautifully built company in the world, but the people who live inside that building are your key to staying competitive. If you attract top talent, and you then don’t have a world class training program (and I don’t mean sitting in the classroom), it will be very hard to retain your best people. When building a training program, it is critical to implement the following:

  • Planning: Your training programs need to be planned to meet the needs of a variety of learners and should be mapped out for each quarter of the year. Today’s workforce is made up of three generations, and their training needs will all be different. Consider the sub groups in your company and invest time with your HR Department to properly plan your training programs.
  • Mission Statement: I believe that all training programs require a mission statement. The people in your company who are being trained are more than likely sitting in their seats thinking “Why am I here?” A mission statement will clear up they fuzzy “why” questions.
  • Design: Your training programs need to be designed to meet the needs of your learners. If you are training a young, 23 year old woman in a classroom with a powerpoint presentation and a flip board, you won’t get very far. The best approach for this young woman would be to use short bits and bites of information while taking advantage of the use of new media (Facebook, LinkedIn, Twitter, You Tube), storytelling and experiential exercises. Why? Because this is how this generation best learns. Proper planning can make your training programs fly and build passion in your followers.
  • Measurement: This is a no brainer, but many companies do not measure the success of their training. The only way to improve on the next training is to measure success and ask for feedback.
  • Accountability through follow up coaching and mentoring: Once your training programs end, it is now time to implement the training into the real world of your company. A strong mentoring and coaching program can help your employees not only implement the steps learned but it can help your employees strengthen the skills they are learning along the way.

Question 3: Our company is going through a change, and I am having trouble getting people on board. What should I do?

Answer: Design and implement a strategy for executive level, management level and employee buy in. It is not uncommon for companies to implement a change in their company without thinking through a clear strategy on how to get buy in. There are multiple ways to get buy in (make sure to communicate the change in a clear, simple way; offer employees the opportunity to give you ideas through the use of an anonymous suggestion box; hold town hall meetings; allow employees a way to be heard), yet at the end of the day, as a leader, the skills you will need most during a change initiative are patience, listening and persistence. You will have some employees who jump right on the bandwagon with you while others will drag their feet or complain about the change. If you design a strategy for buy in, including a time frame to get everyone on board, the change initiative will go much more smoothly. Just remember this: Generally speaking, people don’t like change, and if a change is on the horizon, they are going to want a voice and a listening ear from their leader.

Question 4: How can I get my employees to do the work they have been assigned to do and to get it done on time and with excellence?

Answer: The typical answers by many of the leadership gurus of our past and present (no…I don’t put myself in the leadership guru category by any means) is to design a strategy, develop a great plan, work the plan and then hold people accountable for results. Yet there is one piece that is usually missing from this puzzle: As a leader, you must be willing to delegate the project, back out of micro-managing the project and give your employees the permission to fail. I have said it before, and I will say it again…people learn more from failures than from being taught in a classroom or even shadowing a leader or manager. For most leaders and business owners, delegation and empowerment are scary propositions. You may be a leader or a business owner who has always managed every detail of a project, and now you are being asked to step back and let them possibly fail so that they can fly. As a leader, one of the best ways to change your business for the better is to trust your employees to the nth degree to complete a project and complete it with excellence. At the end of a project, debrief the project with your team to uncover new ideas which will make the next project better and stronger and one that will have a greater positive impact on your team and for your customers.

Question 5: I have an employee who has been so loyal to our company for years, and the company has outgrown her. She no longer has the skills we need, has no interest in learning the skills she needs, but I just can’t bring myself to let her go.

Answer: If you have offered additional training, provided coaching and have done everything you can for this employee, it is more than likely time for you to part ways. I have worked with clients from age 26-75, and the old saying “You can’t teach an old dog new tricks” is just not true. I have coached people over the age of 70 who have stepped up to the plate to learn new media, to learn new ways of doing business. So, if you have an employee who is simply not willing to learn new skills, you can either place her in a position that does not require the skill or let her go with compassion and appreciation for her loyalty and dedication to your company. I have also worked with companies who classes to terminated employees to help them find their next job. But, at the end of the day, if your company has outgrown a few of your employees, it is time to make that tough decision and do it sooner rather than later. If you continue to hold on to employees who are not helping your company due to an unwillingness to learn new skills, your company will not only not move forward, you will take multiple steps back…far away from your future goals.

In closing, I want to leave you one of my favorite quotes by Ralph Waldo Emerson:

“Action should follow your goals. “Don’t be too timid and squeamish about your actions. All life is an experiment.”

OctoFinder

Filed Under: Accountability, Business, Leadership Articles, Leadership Coaching

Article on Building Future Leaders Now By SmartRevolution.org

July 15, 2011 By Leave a Comment

Want to pass along an additional article to guide you on building future leaders.

Future Leaders Now (smartrevolution.org)

Filed Under: Leadership Articles

5 Ways To Grow Your Business by Getting Plugged In To Your Local Chamber of Commerce

July 15, 2011 By Leave a Comment

I have had the honor this week to be able to speak to the Carolinas Association of Chamber of Commerce Executives, and I wanted to take the time to encourage you to join your local chamber and get as involved as your time allows.

The majority of cities and towns across the United States and many abroad have a local area Chamber of Commerce.  As a business owner, joining your local chamber and really getting plugged in and involved can bring tremendous benefits to you, your business and to your local and greater community.

As someone who has served on committees and on a Board of Directors for my local chamber, I would like to offer up 5 ways you can grow your business by becoming a member of your local Chamber of Commerce:

1.  Attend Chamber sponsored events. These include:

  • Mixers
  • Seminars
  • Lunch and Learns
  • Committee Meetings
  • Annual Dinners
  • Benefit Functions
  • Networking Breakfast Meetings
  • Membership Drives
  • Ambassador Programs

2.  Become a Chamber Ambassador. As mentioned above, becoming an ambassador for your chamber will give you the opportunity to visit potential new members and business owners who will in turn learn more about you.  The more visible you are in your community, the more likely people will choose you when buying a product or service.

3.  Serve on a Chamber Committee. Each Chamber of Commerce offers members the opportunity to serve on sub committees.  These committees may include the following

  • Marketing
  • Special Events
  • Military Affairs
  • Membership Drives
  • Community Outreach

In choosing a committee, you will want to look closely at the committees where your skills can best be used.  Your skills and assets will indeed be noticed, which is a form of marketing for you and your business or can lead to a nomination for a Board of Directors position.

4.  Volunteer to be the coordinator for a major Chamber event. All Chambers sponsor membership and fundraising events, and they are mostly coordinated by volunteers.  As with point number three, your skills will not go unnoticed.

5.  Serve on your Board of Directors.  Serving on your Board of Directors is the most visible way to show your assets and your leadership skills. Having said this, serving on your Board of Directors will take time, and your Chamber will want to see that you are a loyal, hard working and disciplined business leader and Chamber member.  Your Chamber will also be looking for the amount of time you have lived, worked and served in your local community, so be patient, and then speak to the CEO or President of your Chamber about your desire to serve on the board.

At the end of the day, the first step to growing your business through your Chamber is to join and get as involved as your time allows.  You will be so happy with the contributions you make and the rewards which follow.

Filed Under: Leadership Articles

5 Ways to Identify Your Next Generation Leaders and How to Train Them Up

July 12, 2011 By Leave a Comment

Gen Y PictureAs many of you are aware, our world is at a critical point in history. Many studies are estimating that in the next 10-12 years, approximately 45-50% of the workforce in the United States alone will be gone, and most of the workers are from the Baby Boomer generation. They will be leaving in droves in leadership roles in business, education, government, the medical field and the world of non profits.

Many people argue that Generation X will fill these leadership roles and that all will be fine. Well…if you do the math, you will find our three main demographics in our world today include these numbers:

Baby Boomers: Approximately 70 million
Generation X: Approximately 45 million
Generation Y: Approximately 80 million

If you look at these figures, it is obvious that once the Baby  Boomer Generation is out of the workforce, we are most definitely going to have a shortage of leadership talent.

I speak with young men and women under the age of 30 every day, and many tell me that they have been thrust into early leadership positions without any training, coaching or shadowing. They show up for work and hear “Hey…Margaret…Bob’s last day is tomorrow, so you are stepping into his role.” While the names in this statement are fictional, the scenario is not. Because of their knowledge, talent and confidence, members of the Gen Y demographic are being pulled into leadership roles at ages 24-29, and they are saying they are not ready…that they need training, shadowing and coaching. So, my question is this “If you are not acting now to get your Gen Y careerists trained for top leadership positions today, then when are you going to do it?” My opinion is this: If you are planning on waiting and just letting the cards fall where they may, your company will either suffer or your doors will unfortunately close.

So, today, I want to share with you five characteristics that I believe will be critical for your next gen leaders to have ingrained in their DNA and five steps you can take, starting today, to get your young careerists ready for the highest level positions in your company. And, no, I am not foolish on this one topic…I am talking about getting your young workers ready for positions like CEO, COO, Senators, Hospital Administrators and Superintendents of Schools.

The 5 traits of your next generation leaders:

1.  An eagerness to both coach and be coached. Businesses are now moving into a coaching mode as opposed to an advice-giving or consulting mode.  If you notice a young careerist who is open to being coached and then willing to coach other co-workers, peers and even bosses in the direction of success, you have a potential leader in your midst.

2. An innovative spirit and creative experimenter who inspires others to act. I truly believe that the leaders and companies who can innovate like mad will using new media and the technology we have at our fingertips will be the ones who survive in the future.  If you spot a creative thinker who can also map out the strategy from start to finish of how to get a new product or service to the market, I recommend looking closely at this potential future leader.

3.  A global collaborator who engages creative talent to produce positive results for your company. Because of new media and of course the internet, we can now collaborate on a global level.  A true next generation leader will surround herself with talented people who can gather together for quick collaboration sessions.  (Note:  Be cautious of someone who wants to collaborate for hours and hours…red flag!)  The best collaborators are those who can guide collaboration, take command, make quick decisions while mitigating risk and who is agile and flexible enough to move and bend with the collaborative process without dragging it out.

4.  A young leader who has demonstrated shared leadership and self directed leadership. The old school hierarchical style of leadership is quickly fading away.  Our next generation leaders are turned off by climbing the ladder, being excluded from decision making and having to wait until a question slowly crawls up the ladder to the top so that it can be answered.  Generation Y is craving shared leadership, and they naturally lead with a self directed form of leadership. If you spot a young careerist who is willing to step aside and bring forward another leader who has a better grasp, ideas and input on a project, then you have yourself a great candidate for more training.  While the buck will ultimately stop with this leader, a form of shared, self directed leadership gives other young careerists a voice, respect, credibility and a host of other skills which will build confidence and a create a bigger pool of potential leaders.

5.  Strong networking and strategic alliance building skills. Companies of today and tomorrow cannot survive without alliances with other companies.  I have watched and watched this for the last ten years.  The companies who “hide” what they are doing, who don’t want to share with others and who see building alliances as a threat are either now closed or in jeopardy of falling off a cliff.  Your strong future leaders should be networking maniacs and constantly scanning the global environment for companies who can make your business stronger, more visible and more credible.

How to train your next generation leaders so that they can step up and step into high level leadership roles

1.  Study your under 30 employees closely for at least three months so that you can spot the above five characteristics. Remember…some people just have a bad day now and then, so look at the overall picture and don’t dwell on the few bad days…we all have them!

2.  Once you have spotted the employees you believe are potential candidates for leadership roles, perform a full 360 degree feedback review on your potential candidates. Make sure to include questions which address the above five traits.  You will want to gather feedback from co-workers, bosses, friends, former co-workers and family members to see how they view your potential candidates.

3.  Choose your potential leadership candidates and hire an experienced executive coach to work with your high potentials for at least six months. Ask your potential candidates if they will agree to a final debrief with the executive coach to determine coachability.

4. Assign a tough project to your potential candidate to observe how she handles leadership under pressure.  Once again, you are looking for the above traits as well as the obvious skills such as staying cool under pressure, time management, delegation and command.

5.  Design a structured shadowing program for your potential leadership candidates. You will want your candidates to shadow your strongest senior leaders and then flip the situation.  Ask your strongest older leaders to shadow the potential candidate for at least one month to get feedback about how they really act on the job.  If you have a strong future leader, she will be able to stay cool and calm when being followed around all day by a higher management leader on your team.

Filed Under: Change Management, Entrepreneurism, Events, Executive Coaching, Gen Y, Leadership, Leadership Articles, Leadership Assessments, Leadership Lessons, Leadership Training

5 Steps for Improving Accountability on Your Team

June 27, 2011 By 1 Comment

When is John going to get me that report?”

“What is going on with the marketing report? When are they going to finish that thing?”

“I can’t believe Mary is so late in making those phone calls.”

“Okay…who dropped the ball this time?”

“Hey…that’s not MY job.”

Does this sound familiar? If so, your small business team may be faced with a big challenge with accountability, which results in finger pointing, frustration and broken trust…both with your employees and your customers. Personal responsibility and accountability can put an end to the blame game, saving your business thousands if not millions of dollars by increasing productivity and overall job satisfaction, which results in very satisfied customers. These five basic approaches can support you in increasing accountability, which are simple, yet they require actually building a culture of accountability for your business.

1. Communicate the big picture- Accountability stands a better chance of succeeding if everyone in your business embraces a larger responsibility for the success of the entire company. Spend time talking individually with team members about how his or her project affects the vision and mission of the business. With this communication, people can make wiser decisions from the context of the “big picture” rather than from the perspective of what may seem to be a detailed and boring task.

2. State clear expectations- If one person on your team does not meet your expectations, the entire team can fail. It is important from the very beginning of any new project to state the expectations clearly and repeat them over and over again until your team really “gets it.” These expectations need to be crystal clear, including dates, who is responsible for what, the details of the task and how you want the finished product delivered. If your expectations are fuzzy or confusing in any way, your team can break down, and the fine and very important details can fall through the cracks.

3. Accountability work groups-One of the best ways to achieve accountability is to develop shared accountability among team members. Accountability within the team can be accomplished by what Morris R. Shechtman calls “accountability groups,” groups which give team members the permission to speak and listen in a way which is frank and open. This accountability group can include 2-5 people and can then serve as a small unit of people working together to confide in with struggles, weaknesses and insecurities. They can then find creative strategies to work together in the direction of the growth the team intends to achieve.

4. Move to action-In order for accountability to work, people have to know that failure of completion will come with certain consequences, including written warnings, loss of a bonus or extra hours served on a week-end to complete the project on the table. Without consequences, your employees won’t take you seriously. They will think that they can use blame, justification and rationalization as a way to deviate from being responsible, because you have not followed through on what you said you will do if the tasks are not achieved.

5. Reward and recognition program-Employees need to know in a tangible way their efforts are indeed driving the company forward, and it is important for them to share in the fruits of their hard work. The offer of increased pay and benefits (vacations, time off and other perks) can keep accountability and morale high and can motivate employees to continue to strive for high levels of performance.

Filed Under: Accountability, Leadership, Leadership Articles, Leadership Coaching, Leadership Lessons, Leadership Training Tagged With: , , , , ,

3 Articles to Assist You in Recruiting and Retaining Knowledge Workers

June 24, 2011 By Leave a Comment

Earlier in the month, I wrote a blog post by the topic of The 7 Critical Mistakes Most Leaders Make When Leading Knowledge Workers—And How You Can Avoid Them
Here are 3 additional articles to assist you with the topic of how to treat your knowledge workers for maximum performance in your company:

I also highly recommend the book Mastering the Unpredictable: How Adaptive Case Management Will Revolutionize the Way That Knowledge Workers Get Things Done

Filed Under: Leadership, Leadership Articles, Leadership Coaching, Leadership Lessons, Leadership Training, Recruiting and Retianing Talent

TED Video: Caroline Casey Teaches Us How to Stretch Our Limits

June 13, 2011 By Leave a Comment

In this recent TED video, Caroline Casey shares her life experiences to teach us all how to look past our own self imposed limits to achieve greatness in life.

Filed Under: Leadership Articles
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