Relationships are tricky. They start at random places – soccer games, first days of a new job, school functions, board meetings. They only actually become a relationship, a thing that we can point to or hold up as something that has been created if we continue to deal with each other or are connected in some way. Leaders need to be good at this. Talent management requires this. Great conversations happen when we are focused on this.
Building a culture and developing leaders are two big conversations. A new book by Rich Sheridan does a great job telling one story and helping people understand where they should start. Great conversations start with a question – and the best conversations are honest, lead to thoughful actions, and ultimately improve performance. Rich Sheridan has a great story and I recommend it to leaders who want to build a better culture.
Fear is to an organization as water is to a house. It always finds a way in, and only does damage if it stays around for a while. Leadership by fear is a choice, and often it is not about intentionally doing it, but by ignoring the habits that replace fear with love. Here are some leadership tips about having great conversations that allow fear a voice, and create a conversation that makes it hard for fear to stay around.
Succession planning is an important conversation, and a difficult one. Here are two tips for making it easier, and some feedback from a recent keynote topic I did on the topic. Talent management is about having great conversations. Great is about having honest conversations, leading to thoughtful actions, and improved performance.
Professional development is a lot like golf, and to make talent management work we have to figure out a way to make work more fun. Here are 3 Tips for making development more fun, and it involves a leader going first and making it safe for people to explore and learn while they work. Developing talent in an organization is about making practice part of the work, and leadership plays a key role in doing that.
Networking is an important part of professional development, and it is also a key for making a successful career transition. It is also something that takes time, and too often people don’t start soon enough. Here are four fallacies of networking that have developed from over a decade of working with people in career transitions and training people around the importance of building relationships. Relationships are a cornerstone of professional development.
We cannot lead without input from others. That input comes from having great conversations, and one conversation that will give you the best information to lead is the One-on-One. Here are 3 Tips for being more Approachable, a key skill for being an effective leader. Leadership development often starts with having the right habits, then working on the skills within those habits that will make you more effective.
I respect and listen to Seth Godin. I also believe that at the core of talent management is Honest Conversations, leading to Thoughtful Actions, that result in Improved Performance. A big part of that is listening well, and know that performance in the end is about actions. Here are some thoughts on Listening well.
Talent management is about great conversations. Training can help develop your people, but the question is What can I do to improve the ROI on my training? Here are two tips for making your training dollars have a greater impact on your relationships with your people and with the performance of your organization.
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.
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.
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.