Keynote topic Archives - Page 4 of 22

People Habits before People Skills – Johari Window

It is great to have a goal of Fierce or Crucial Conversations – but while the skills are critical for leaders, the success of implementing this work rests largely on your ability to create the time to practice them and get better. The one-on-one is a critical place for this work, and here are some Johari Window videos that will help you look differently at this time. Talent management is about great conversations – and great conversations are honest, result in thoughtful actions, and ultimately lead to improved performance.

Tough Conversations

Leadership is about having honest conversations. The skill of being able to handle difficult conversations (conflict, differing opinions, accountability) is one of the most critical skills for a leader. Fierce Conversations and Crucial Conversations are great books, and here is another offering – a video by Ash Beckham. Talent management is about great conversations, this will help you have more of them.

Lots of Reasons, No Excuses

Talent management is about great conversations. One aspect of a great conversation is Lots of Reasons, and no excuses. This is a leadership tool that will transform how you listen and how you lead. When you do it well, accountability and safety follows.

Leadership – The biggest choice you will have to make

What is leadership? Not what others tell you, but what do you believe LEADERSHIP IS? What are you doing to get there? Talent management is about great conversations, and a key conversation is the one you have with yourself that is started by this question. I believe that one on ones are critical habits for leaders, and it is based on what I believe leadership is. I would love to hear your input on this.

Leaders and One On Ones – Know your voice

Leaders have to be adaptable – not only in the changes around them but in how they vary their natural style when leading their people. Talent management is about great conversations, and one of the most critical conversations is the One on One. Here are some tips to help leaders be more effective in understanding what their people need and to meet those needs. Here is also a template for a one on one form that incorporates some of these key tips.

. . . and When We Want Feedback – Step 1

We cannot get better without feedback. It is a critical piece, and in my experience people are not effective at giving or getting it. If you believe that relationships are critical in leadership and building effective teams, then you know that great relationships start with honest conversations that lead to thoughtful actions, and ultimately higher performance. It is the core of talent management and leadership development.

What Seth Said – and more . .

The one I go back to daily is Seth Godin. I like Seth because his voice is edgy and challenging, and he writes about things that are important. Here is a piece of his recent post called The feedback you’ve been waiting for . . . Getting feedback is the foundation for development, and yet it is hard to get and hard to give. Here are some tips for Leaders on how to build moments where it is easier to hear it.

3 Questions to Transform Your One on One

Talent management is about having thoughtful conversations that lead to meaningful actions and ultimately higher performance. The one on one is a key conversation. Here are three questions to ask and some other questions that will help you make that time more thoughtful and meaningful.

Learning and 2014

Does learning = reading a book? I would say no, and here are two ways reading gets in the way of development and 2 ways to get development without reading a book – one for you and one for your team. Development and positive change happens when we have thoughtful conversations that lead to meaningful actions, and result in higher performance. That is an effective talent management strategy.

Creating Space for Honest Conversations: Some Tips

Talent management is about great conversations. More specifically, honest conversations, resulting in thoughtful actions, and resulting in higher performance. Here are 5 questions that will help you create space for people to be honest. There still have to be actions that have to get done, but step one is getting it out on the table. Included are some links to templates that can help you have those conversations as leaders.

The “Am I crazy?” Talk

Talent management is about great conversations. One critical conversation is the one we have with ourselves when we are feeling overwhelmed and not living into the work or the priorities we have set for ourselves. That happens. Life happens. But staying in and leading from that space is not healthy. Here are 4 steps to take when you find yourself feeling like you are loosing it (I call it the Am I crazy? question). The ability to do this is a critical part of leadership development.

The Gift of Our Time

We scramble for the perfect gift, and often it is right in front of us, and behind us, and around us. Our time is a great gift, and for leaders it is too often forgotten because of all the other things we are trying to do. How do you make your time matter? First, recognize how valued it is, then give it. Talent management is about great conversations – go have one.