Something that helps people make progress is to consciously think about what they know now that they didn’t know last week (month, year, etc.). Incremental knowledge – no matter how small or big it may be – accumulates and adds to your professional development.
Why not ask this question in your weekly team meetings? If you take time to have a quick round robin, you may be pleasantly surprised with what you hear.
Can you motivate an employee whose performance is lackluster? The answer is imbedded in the distinction between motivation and inspiration: we can inspire the people who work with us, but motivation needs to come from within.
Leaders can be especially frustrated when they haven’t been able to inspire employees to perform at a higher level. One client suggested that an employee’s work was about a B- level and he was trying to raise it to an A. This is a worthy goal, but is it attainable?
Generosity is far more than a charitable donation you make or the amount of a birthday gift to a family member. Every day is an opportunity to be generous and to offer it in modest ways to enhance other people’s lives.
“That’s what I consider true generosity:
You give your all and yet you always feel as if it costs you nothing.”
– Simone de Beauvoir
Does it seem to you that the first half of the year just flew by? Let’s seize the moment by doing a spot check to analyze your progress towards this year’s goals.
Start by identifying your accomplishments. You can get as granular as you’d like, but you’ll benefit the most by looking at your top achievements.
The adage “the client is always right” does not carry the heft that it used to…but it still bears the same kind of angst when deciding how to handle delicate or difficult situations involving our employees.
I’ve had clients who are militantly defensive of their clients, even if it’s to the detriment of a solid performing employee. And there are others who passionately support their people to the irritation of a disgruntled client.
Many managers – especially inexperienced ones – suffer from resistance to delegation. They often declare that it’s easier to do it themselves than to ask someone less experienced to handle it.
The challenge is, of course, that if you don’t delegate, you’ll suffer from perennial mountains of work and your “delegatees” will never get the experience.
Stunning as it may seem, there are only a few days left in May. Monday is June 1, and for most of us, business as unusual continues.
Rather than continuing to trudge along reacting to the environment, it’s time to take a hard look at what you can do to move forward.
September has a “back to school” allure, even if you haven’t been a student for years. Not only are we reminded of it by omnipresent advertisements of school supplies and the like, but feelings are conjured from our own memories.
This is always a good time for a fresh start on whatever needs rebooting. Are there goals that have languished? A new project that was backburnered? A special initiative that will energize your team?
It seems like people go through phases where they drag around, and their normal fervor all but disappears. Their energy is low grade and, simply put, they’ve succumbed to a malaise.
I’ve observed this more than usual recently, and if you’re seeing this with your team, it’s time to reboot to a more energized, positive state of being. If you’re doing well but your people are down, the same message applies.