Tag Archives: leadership

Accountability for delivering on your plan for 2014 is one of your most important roles. It requires many management skills to hold your employees accountable. And the truth is, holding your folks accountable is your choice. There are 2 HUGE problems … Continue reading

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You have a problem. It could be your computer, or cell phone, or your health. An example: The doctor rushes in an hour late . . . and talks as fast as he walks. “Here’s the deal. You have atrial … Continue reading

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This issue came up recently—voting to make major decisions. It makes sense to get input before making big decisions—but giving everyone an equal voice does not. If the decision goes bad, who is to be held accountable? Answer: if everyone … Continue reading

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Everybody is getting the same pay raise because: 1. Everybody did a great job last year. 2. Everybody deserves a raise. 3. Everybody worked hard. 4. With so little money, it doesn’t really matter what I do. 5. With so … Continue reading

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Honest self-talk: A poor performance review would tell his truth. Actually, he should be fired. I don’t even like him. But . . . I don’t want him mad at me. What will others think about me? Below the surface: … Continue reading

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at least by Thad and Martha.  Ok, so we are baby boomers, but nonetheless. High school, college, graduate school. Between the two of us, 37 years. And two words NEVER heard. In the world of work, some but not often … Continue reading

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We have talked a lot about helping your team find their way through change and what causes disengagement. This time, we thought we’d share tips from a master of Transition Management, William Bridges. His contention is that its not the … Continue reading

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Getting IT implementations off the ground is pretty much the same everywhere. Maybe that’s the problem! You’re spending thousands, maybe even millions, on new technology, right? But what makes technology work? The answer is found in one word—PEOPLE. Technology works … Continue reading

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This is the third article addressing employees’ resistance to change – this time from the leader solution perspective. If you use these management practices… Leadership fails to inform. Leadership fails to involve. Leadership fails to ask. Leadership fails to listen. … Continue reading

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Silent resistance is two-faced. Pretending to cooperate when not. Silent resistance has its own logic. Fear—of my job changing, of losing my job. Resentment—for what “they’re” doing TO me. Contempt—for leadership. Revenge—for all of the above. Silent resistance is by … Continue reading

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