Tag: Achievement

You Can Turn Failure Around. Here Is How

by Bright Osadiaye, posted in Personal Development, Personal Growth

‘Many of our failures sweep us to greater heights of success, than we ever hoped for in our wildest dreams. Life is a successive unfolding of success from failure.’– William George Jordan, The Secrets of Success

To win in life, you must embrace failure. To succeed, to get better at what you are doing, you must make failure your best friend.

You see what is already within you. You don’t see what you do not want to see. If you want to turn failure around, if you want to get better, according to Tom Oliver, ‘Your viewpoint changes everything. Most apparent tragedies are actually blessings in disguise, gift packages that you have to unwrap.’

When you fail at something, it means you are really working hard to know more, to challenge yourself, to get better. But if you are not failing, if you are not falling, it means you are not doing enough to change your life.

Don’t see failure as a crime. It is not. It is a blessing in disguise. If you can focus on learning from your failure, nothing can stop you from achieving your dreams.

‘Every seeming tragedy or failure will contain in it the seeds of a great victory and success.’ When you fail at something, don’t blame yourself. Believe in yourself. Believe that you can do it again. And go to work.

‘If you focus obsessively on opportunities, you can turn any seeming failure around.’ If you want success in your life, focus matters. Failure is not a crime. Not learning from failure is.

How To Empower Your Employees

by Bright Osadiaye, posted in Leadership
Photo by fauxels on Pexels.com

‘You need to communicate your strategy to employees. Employees and management should feel comfortable having open conversations about compensations. Transparency from leadership … is key to supporting better employee experience and job satisfaction.‘- Doug Dennerline and Jamie Aitken

‘Frequent, relevant feedback coupled with personal recognition has the power to transform employee performance and culture. Recognition promotes teamwork, collaboration, and cultural values- and you can amplify that impact by making appreciation visible company-wide.’- doug dennerline and jamie aitken

‘One of the best ways to ensure you’re enabling performance is to use an enterprise software program that increases engagement, is lightweight, and allows for bidirectional feedback between employees and managers.’- doug dennerline and jamie aitken

‘The best way to get performance management … systems to work is to create a culture where honest feedback can be given in a safe environment where employees won’t feel threatened.’- doug dennerline and jamie aitken

‘The greatest leaders enables others to disrupt the status quo and facilitate growth, innovation, and change.’- doug dennerline and jamie aitken

‘Employees want to know that managers and coworkers have their back and can support them in accomplishing their work. Above all, employees want to see how their contributions matter.’- doug dennerline and jamie aitken

‘Creating a culture of feedback starts at the top. If the leaders in the company aren’t willing to accept feedback, own their mistakes, and be transparent about their own and the company’s goals, how then can they expect their employees to do so.’- doug dennerline and jamie aitken

‘What people want most from their leadership are assurance, trust, teamwork, and a shared sense of purpose.’– doug dennerline and jamie aitken

‘When goals are rigid and don’t reflect changing work circumastances, employees feel trapped, and goals are viewed as meaningless.’- doug dennerline and jamie aitken

‘Don’t wait for the annual performance review to evaluate and let go of poor performers.’– doug dennerline and jamie aitken

‘Organizations and their leaders should worry less about compliance, ranking, and reviews and more about the big picture, creating a culture of coaching and feedback that empowers employees to use their skills and talents to support the company’s goals while also achieving their own.‘- doug dennerline and jamie aitken