I coached a business owner named Sally (not her real name). She runs a 5-person accounting firm and asked me to help her make her office more productive. We were able to accomplish this in only two sessions.
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Stress affects our physiological and psychological sense of safety. It triggers our fight/flight/and freeze response and prevents us from adopting a positive and proactive growth mindset essential for creativity and collaboration.
Self-talk is a very important part of the human experience. We all talk to ourselves. We all talk to ourselves, and if you find that you are not talking to yourself, call an ambulance. Self-talk is a window into our beliefs, our limitations, and our possibilities.
Today’s climate in organizations can be dominated by the fear of safety and security. My partners and I have been speaking to CEOs and other senior executives across The United States over the last several months asking questions to determine what new best practices they have discovered that helped them conduct their operations that not only keep their employees safe and feeling secure, but also empower their leadership as CEOs and owners.
I was recently working with a Senior Leadership Team of a technology-based company that was challenged by staff members working remotely. Many staff members had been complaining directly to Senior Management about conflicts and frustrations they were having within their teams and between each other outside of their teams about:
This blog is for you if you are a leader who spends time following up with your people asking them for assignments they were supposed to have given you days or sometimes weeks ago. If you wonder, “Why am I spending my time when they knew the date and didn’t come to me before the deadline passed to tell me it would be late?” And furthermore, “Why do I feel like I’m walking on eggshells around them when they should be apologizing to me?”
Here are tips that can be adopted by every organization and will “jump start” innovations in their company now. These best practices amplify and expand on those shared by Ron Ashkenas in The Harvard Business Review’s Innovate with Urgency – Even When There’s No Crisis.
Employee Satisfaction measures how happy and content your associates are.
Employee Engagement drives performance, which is of course critical to a successful organization. One way to boost this crucial metric is to schedule periodic one on one conversations with each staff member focusing on how their work is personally meaningful. Research has demonstrated that the daily efforts of high performers are what give their work purpose. They are not much interested in parties and perks that are not objective driven. Early in my career, I was experiencing burnout big-time. I had a life-changing insight which, in retrospect, follows the 5 stages of burnout recovery this blog post is going to provide you.
A car service was driving me from my corporate office to JFK airport. I was late getting out of a meeting, as usual. Todd, my driver, who had driven me many times before, was doing his best to make up time while I was sitting in the backseat working. Research studies reveal that our brains and particularly the part of our brains that works on complex problems (the Prefrontal Cortex) is stimulated when asked to solve meaningful business issues.
Well-formulated questions will naturally shift most people’s fearful mindsets to a mindset of curiosity and searching for solutions. In our brains, this means a shift from our brain stem (amygdala) to our Prefrontal Cortex, the part of our brain responsible for creativity, play and complex problem-solving among other of our more positive human qualities. |