Tag: High-Performing Organization

10 ‘Practical Lessons For New Managers’

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning
Photo by MART PRODUCTION on Pexels.com

‘To be a great boss, you have to set clear, well-defined, and explicit expectations for your team members.’

‘Set clear expectations for your people. And when you think your expectations are clear enough, go back and make them even clearer.’

‘To be a great manager, not only do you have to be great at giving effective feedback, but also you have to be great at receiving effective feedback from your team.’

‘To be a great manager, make sure your team feels comfortable speaking up and speaking out.’

‘You cannot create a one-size-fits-all development plan for all individuals on your team.’

‘To be a great manager, don’t be afraid to use performance improvement plans to clearly articulate how team members can get better.‘

‘To motivate your team, understand what uniquely drives each of your employees.’

‘A great team needs a strong foundation built early in the team’s life.’

‘To be a great manager, help your team members develop goals that motivate and understand when goals just don’t matter.’

‘Build into your management practice questions that ask how your team members are truly feeling. And be truly interested in a response often than ‘fine.’

‘The first rule of good communicating is simply to make sure you are actually communicating. And the second rule is to overcommunicate. Repeat the point you want to get across. Then repeat it again. And repeat it one more time.’

‘Hiring the right people makes life wonderful- full of rainbows and butterflies and unicorns. Hiring the wrong people makes life a nightmare.’

Source

Rachel Pacheco (2021). Bringing Up the Boss: Practical Lessons for New Managers

Energizing Your People For Results

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning
Photo by Kevin Malik on Pexels.com

‘Rather than trying to get more out of people, organizations are better served by investing more in them and meeting their multidimensional needs in order to fuel greater engagement and more sustainable high performance.’

‘Awareness is the key to recognizing the consequences of the choices we’re making and their impact on others.’

‘Learning to observe our feelings as they arise, rather than simply acting them out, allows us to make more reflective, intentional choices about how we want to show up in the world.’

‘We must embrace the opposites. By celebrating one set of qualities and undervaluing another- courage or prudence, confidence or humility, tenacity or flexibility- we lose access to essential dimensions of ourselves and others.’

‘We’re most effective at work when we alternate between active forms of renewal, such as exercise and play, and more passive forms, such as meditation, napping, and sleep.’

‘Deeply held values define the person you aspire to be.’

‘The key to effective renewal is not how we do it but how well we do it. As with any other capacity, we get better at effectively renewing by practicing it more systematically.’

‘We can develop the capacity to influence the stories we tell ourselves, so that they empower rather than undermine us.’

‘Leaders who default to negative emotions to motivate others may get short-term performance they’re seeking, but the costs over time are high.’

‘The most effective leaders are those who regularly recognize and show appreciation for the real accomplishments of their people.’

‘Organizations that set aside separate spaces for creative thinking make a statement about the priority they’ve accorded innovation.’

Source:

Tony Schwartz (2010). The Way We’re Working Isn’t Working: The Four Forgotten Needs that Energize Great Performance