Most of us have a tough time receiving feedback, especially when it’s uninvited. We either immediately reject it (“What does she know anyway?”) or we take it so personally that it tampers with our basic self-esteem (“I can never do anything right.”)
Yet here’s the thing. Feedback is a growth opportunity. The key is in having the right mindset to take advantage of that opportunity.
Shift your thinking. In her book, Mindset, Dr. Carol Dweck, professor of psychology at Stanford University, talks about two mindsets – a fixed mindset and a growth mindset. People with a fixed mindset believe their intelligence is a fixed trait and that it’s talent not effort that creates success. People with a growth mindset, on the other hand, believe that “brains and talent are just the..... Read More...
For employees to thrive (and stay!) they need to feel valued, connected, challenged and recognized. One of the best ways leaders can help employees feel this way is to give them timely and effective feedback on a regular basis. In other words, feedback that matters!
Now, I get that giving feedback isn’t always easy. For that matter, neither is RECEIVING feedback, but we’ll talk about that next time. Often when we hear the phrase, “I’d like to give you some feedback…” our defenses go up and we prepare for the worst.
Giving feedback, however, shouldn’t immediately trigger a negative response. Feedback is actually very much a positive. It’s a real opportunity to help someone get better and stronger. And as leaders, it’s our responsibility to help our employees get better and stronger.
Remember, employees want to know how they’re doing. You may believe “no news..... Read More...
Research shows that 75-90% of all doctor’s office visits are for stress-related ailments and complaints. Additionally, 43% of all adults suffer adverse health effects from stress and…(as if that is not enough) the Occupational Safety and Health Administration (OSHA) has declared stress a workplace hazard. Stress costs American industry more than $300 billion annually! What is wrong with this picture???
We all know that a little stress is OK. It keeps our fight-or-flight juices working, and often helps us get the job done. And, we all know someone who lives by the motto: “I do my best work under pressure.”
However, too much stress can contribute to a laundry list of health issues, including headaches, nausea, high blood pressure, chest pain, and insomnia. Not to mention how being over-stressed (and no doubt cranky!) can impair relationships, decrease productivity, and incr..... Read More...
In my last blog I wrote about the importance of leadership development at all levels. And, as I said, it is especially important for people to receive training as they make the transition from being an individual contributor to leading a team. With that being said, it is EQUALLY important that new leaders – and leaders at all levels – proactively share the responsibility for their own development. After all, “The road to success is not a path you find, but a trail you blaze.” (Robert Brault) Ya gotta put some skin in the game.
So, what is your responsibility, as a leader, in initiating and continuing your personal development?
First, become self-aware. Spend some time reflecting on the behaviors and skills that have helped you thus far in your career and be honest with yourself about those that have worked against you. If given the opportunity to take a..... Read More...
Eighty-four percent of organizations anticipate a shortfall of leaders in the next five years, according to a State of Leadership Development report by Brandon Hall. And a nearly equal number (83%) say that it’s important to develop leaders at all levels. Yet here’s the thing. Only 5% have actually implemented leadership development at all levels. In fact, the biggest chunk of money spent on leadership development goes toward senior leaders and executives, instead of to those who need it most – first time, frontline leaders. All too often these new leaders are put in a “sink or swim” situation, thrown into the deep end of leading a team and left to figure out for themselves how to stay afloat.
This is both unfair to the new leader and detrimental to the organization.
Most people are promoted into their first leadership role as a result of their high performance..... Read More...
The job market is looking pretty good these days, which means many employees – especially those whose skills are in demand – no longer feel bound by the “just be happy to have a job” mantra that has kept them in place. The competition for top talent has been heating up, and if you want to keep yours, you need to give them a reason to stay.
Why is it so important to keep top talent? Well, aside from the obvious (that they are high contributors to your success) these employees are rare and in demand, they cost more to replace, and they often take other top talent with them.
So, what can you do to keep ‘em?
To be engaged and loyal, employees need to feel valued, connected, challenged and recognized. Today, unfortunately, many are feeling overextended, under-appreciated and exhausted from trying to meet ever-increasing productivity expectations. And…with more opportuniti..... Read More...