Who is your customer? Your customers are the people interested in your product or service. There are some important reasons why you should treat your employees as if they were your customers.
As a leader you create high expectations for your employees and in turn they will work towards meeting and exceeding those expectations. There can be a fine line between high expectations and unrealistic expectations.
The coach (or manager) doesn’t supply the answers but the training – through learning – so that every member of your team sharpens their individual skills and contributes to your organization’s victory.
Understanding what each person on your team loves – what excites them – will then turn their work into something closer to play. This will engage your employees and retain your best talent.
The thought of adding more meetings may cause feelings of dread but holding standing one-on-one meetings with your employees allows you to connect and build stronger connections.
As a leader you’ll need to understand the importance of accountability and how you can encourage your organization to have an accountable culture.
Accountability. Will you stand up and take the hit when things go sour? By contrast, do you have the capacity to step aside from the spotlight when things go well?
Courage tends to rise to the forefront in times of stress. When people see their leaders making the tough calls, they feel emboldened to follow suit.
Hubris often leads to negative consequences – missed deadlines, failed projects – but it often results in disenchanted and disengaged employees. That’s the effect of failed leadership.
Respect together with patience is a long-term commitment and is constantly growing and evolving. Once you earn it, nurture it and encourage your team to do the same.
The best leadership is done through tough self-examination. Actually looking in the mirror and standing by the choices the person in front of you has made.
IWith many workforces and teams operating virtually, it’s challenging to create and establish personal bonds with your employees, making staying in touch more crucial than ever before.
Leaders demonstrate character by insisting on values, abiding by principles, and upholding both in their daily lives. Employees look to managers not only for guidance, but for example.
You can think of knowledge as a two-sided coin; using what you know to make decisions and using what you don’t know for growth and improvement.
It’s important to step back and think of the level of challenge and support each person working for you has. Do some team members feel overwhelmed and under-supported?
As a leader what should you do to keep your employees aware of what’s happening in the organization? Often managers don’t communicate enough back to their teams.
It’s important to learn how you can model effective confrontation techniques for your employees and approach conflict in a helpful way. Difficult conversations are a part of a manager’s job.
Why should you clarify your expectations with your team? Research indicates that leaders who have clear expectations and performance levels are more likely to get positive results.
Showing your employees behavior you want them to emulate, is the first step in creating successful and cohesive teams.
Reward and recognition are motivators for some individuals. It’s part of human nature to seek and respond to rewards.
Whether at home, in the workplace or in pursuit of our passion, we can all benefit from becoming better leaders. In this course you will be given the knowledge, skills and confidence to use the tools of the world’s best inspirational leaders.
In this course, we explore the meaning behind the SMART acronym, and show you how to write objectives that inspire and motivate.
In this course, we’re going to look at five virtual team process strategies that can boost performance and happiness. By the end, you’ll know how to create and lead an effective virtual team.
This course is going to give you insights into the hiring process and will provide tips on how to make each stage a success.