The Manager Analytics Dashboard in PI Perform gives team leaders a comprehensive pulse for how they’re adhering to management best practices, answering questions before they’re asked.
I’ve created this simple worksheet to help you recall all that you give and all that you receive when it comes to your work. Complete it for yourself to rekindle your relationship with your workplace. Then share it with your team members to help them do the same.
I’m helping you hit the pause button and reflect on how you approach your work in this handy worksheet. It invites you to consider your favorite examples of technology, tools, templates, training, and transparency—5 Ts—that help you perform and lead at your best.
Who belongs on the leadership equivalent of Mount Rushmore?Because leadership is a highly individualized practice, there’s no wrong answer. The most important answer is your own.
Transparency has become a hot topic for employers and employees alike. For this month’s episode of the Perspectives webinar series powered by The Predictive Index, we decided to set our sights on the transparency topic.
Think about the trajectory of our professional development. We’re often so caught up in today’s pressing demands that we lose a bit of perspective. My “memory lane” experience was fresh in my mind during a recent mentorship conversation.
Modern work is complex, and tension can run high within organizations. Identifying opposing forces brings us closer to helping ourselves navigate these situations effectively.
Leadership is complex. Rather than complain about what’s not working, we wanted to turn our attention to how we can help leaders at every level get it right.
Recognition makes employees feel a heightened sense of belonging and value. It costs almost nothing, but it can be priceless in terms of the morale and motivation it can produce. And it isn’t reserved for manager-to-direct reporting relationships.
In our work, we experience a variety of conditions that can produce a range of outcomes. This can happen when our activity level, focus, stimulation, or other factors are too much, too little, or just right.
With the rise of remote and hybrid workplaces, along with the growing share of employees demanding deeper connections, greater recognition, and a sense of shared purpose from their job than ever before, more organizations are realizing the value and importance of the simple one-on-one.
I’ve been leading people in organizations large and small for some 30 years. Not once has anybody inspected my leadership abilities using a formalized checklist. What would such a checklist even measure?
For some, the term ‘love’ has no place at work. For others, it’s why they show up to work at all. I invited a diverse group of experts to join me on the latest installment of the Perspectives webinar series to discuss.
There’s a natural rhythm to work – from our five-year plans to our jam-packed workdays and everything in between.
Over time, I’ve learned to not only recognize key differences among my co-workers, but to appreciate them as a result. I love to celebrate others’ preferences!