Does culture matter at your company? If it does, where do you start in order to make it stronger? Here is some help answering both of those questions – prepare to be challenged to add the title of Chief Culture Officer to your job description.
It is expensive to replace great people, so understanding why you lose people is critical for leaders. It is especially important for executive leaders who are far removed from the day to day work, because where there is smoke (turnover) there often is a fire starting (leader not being effective). Here is one powerful question you should make sure you get an answer to whenever someone walks out of your organization voluntarily.
Leaders need to learn how to create situations where they are able to listen well. It is one of the most common issues for the people I coach. Here is an example of how I listened to a group of leaders within an EOS® company I work with and what their questions told me. People-centered leaders know how to listen.
The trust in your team is not defined by the big events, but by the thousands of events in between. People-centered leaders get that, and here are 9 habits that make deposits in the ‘trust bank’ so that big withdrawals can happen – and they will happen. For Entrepreneurial Operating System leaders, this is called transparency.
Learning + Doing = Growth. In an effort to support committed people-centered leaders here are my two articles on creating and managing gaps as leaders. I also include links to other favorite reads, and all of these are great summer reads because they are easy reads.
Addressing succession planning effectively requires a shift in perspective: from viewing it as an HR-driven process to a leader-driven, talent-focused process that can also be used to plan succession in key roles. Here are reflections from a recent key note workshop I led, and all of the materials I used to equip leaders to go back and lead the process with their people.
People-centered leaders know the importance of having their talent (people) engaged in their work. Easy to say, but not simple to do. Here is the neuroscience behind engagement – a must-read for people-centered leaders and EOS leaders.
Looking for an icebreaker at your next team meeting or summer employee get-together? Here is the only icebreaker I use, because committed people-centered leaders can take it back to the workplace to help build healthy relationships.
Do you show up for the significant people in your life? As a leader, are people used to seeing you around or do they scramble with fear and confusion when you show up? People-centered leaders show up. The Entrepreneurial Operating System is founded on a rhythm of showing up to build a strong team and a strong culture. Here are 9 ways you can show up.
Would you invest millions in equipment and NOT send technicians/engineers to training to learn how to setup and optimize it? No – – and yet we spend billions each year on leadership training and do just that. Here is data on why that is a bad idea and how to get better ROI for leadership training.
In coaching leaders to become more people-centered, it quickly became evident that preparing their team for the career/development conversation was critical because too many people were not ready to share what they wanted. Here is my proven process for conversation and some perspective for leaders and/or individuals desiring to own their development.
Seth Godin says “it is your job to figure out the path” and while most people will say they want to learn and develop, it is important that people demonstrate that ownership as part of the process. Not everybody is ready for it, and as a leader you need to spend your time with people that are ready. Here are three tips for testing individual ownership for growth and development.