There are four distinct personality types in every office. Recognizing the key differences in how people work and then flexing your own working style accordingly will go a long way to improving your performance on the job.
It doesn’t take special talent or training or even a lot of time to teach in the same way that star managers do. Simply follow the precedent they’ve set. Learn what to teach, when to teach, and how to make your lessons stick.
Every organization has a pool of change agents that usually goes untapped.
Buzzwords, while these aren’t necessarily incorrect, they can create confusion for employees when you’re trying to have a conversation with them about expectations.
If you’ve ever had a boss who was more worried about protecting their position and avoiding all risk than in supporting new ideas or forging new ground, you’ll know how demoralizing it can be.
When trying to solve everyday challenges in their organizations – be it missing deadlines, revisiting decisions, partnering across functional or geographic boundaries, or speeding up output – leaders often assume the root cause is lack of skill.
As a business owner or executive, it’s far better to screen job applicants for the following five leadership traits than to hire and then fire managers who prove to be incompetent at leading others.
There are so many stereotypes about different company departments: Marketing teams make things look pretty but don’t drive results; HR is either the politically correct police or the firing department; and the engineering team is vital but not strategic. Salespeople tend to be typecasted more than anyone: We’re pushy, greedy and self-centered.
If you’ve been struggling to increase your sales despite creating better offers, raising prices, and offering more value, it’s time to look at your sales funnel. Actually, it’s time to scrutinize your sales funnel with the eyes of a detective.
Leadership has nothing to do with titles.
