TrustBUSTER #2 – Unwilling to admit mistakes or apologize. Exploring what it is and how leadership can make this go away.
TrustBUSTER #2 – Unwilling to admit mistakes or apologize
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Scott Patchin
TrustBUSTER™ #1 – Talking behind the backs of teammates
A few thoughts on TrustBUSTER #1 – Talks negatively about teammates behind their backs.
TrustBUSTERs – Any of these sound familiar?
Trust is fragile -so knowing the common TrustBUSTing activities is critical to building and preserving trust. Here is a list of the top 10. Do you have any to add?
Emails in CAPS – Here is how NOT to send them
Emotionally charged emails are a reality, but they are dangerous. They are especially dangerous for leaders to use as a way of ‘correcting’ bad behavior. They may get the change, but at the price of lowering TRUST, which is priceless in terms of culture.
Looking to Have an Engaged Workforce? . . . Don’t Forget the Turkey
A quick story to remind leaders not to lose track of the little things that connect people to your organization.
Great Followership is a Choice – Why It Matters . . .
We are a society that often looks for others to help us out. As employees, teammembers, and leaders we often lose sight of our role in making things better or doing the right thing. Making the most out of today, our jobs, or our relationships is largely dependent on us making that choice. Sometimes we just need a little reminder.
Startup – 4 Critical Things You Need From The Team You Build
Business plans ask for some clarity on the team that will be needed (advisers/directors, partners, employees) that will be needed to start and manage the company. One way to look at the hiring is to really ask what the owner(s) will need. Here are four critical needs that any new company/owner needs to fill with the team they select.
Joy: Why It Should Matter to the CEO
We can learn by watching others. There is a tribe in Mexico called the Tarahumara, and to watch them run is watching joy in motion. At the surface, the book Born to Run is about running. But there is a more important message in the story. It is a message about how much more we are capable of when we love what we are doing. When we bring joy to work. Just a quick post to remind us of that.
Is it possible to hire all A players? Three Realities
Everyone wants to hire the best people. It is hard to argue with the strategy, but is it really possible and is it the best strategy. This addresses the realities of that strategy for organizations who want to do it but might be struggling with the results of their efforts or just want to figure out where to start.
B players aren’t all coasting – Some are waiting. So lead . . . (video)
Here is the add-on video to trU Tips #8 that provides specific strategies to get your B players more engaged in solving the problems facing your team.
B players have lots of value – How to tap into it
Often the steady performers on a team get overlooked. With this catagory there is lots of potential, and some people that are allowed to stay there even though they are having a negative impact on the team. Learn a different way of looking at this group and three steps to getting more engagement from these solid performers.
Mastery = 10,000 hours! Part 2 of 3
10,000 hours translates into 5 years of doing something BEFORE you can be considered to have attained Mastery. So where did this number come from and what does it mean to people trying to attain it and leaders who are trying to grow and retain people that have this?