Have you ever asked “why can’t people just get along?” Or thought about all the conflict that occurs in life? By some estimates managers in the workplace spend 20 percent of their time dealing with conflict. When you add in the time managers spend overcoming differences of opinion, that number goes up even higher. At […]
Leadership
Some people like structure in what they do. Some don’t. Those who don’t say structure inhibits flexibility and creativity. Structure doesn’t accommodate unplanned requests and urgent matters. Structure is no longer appropriate for our contemporary society described as volatile, uncertain, complex, and ambiguous (VUCA). They say “structure is no fun.” In contrast, those who like
Everyone likes heroes. They make for great movies, stories, and sporting events. They are responsible for successful startups. They give captivating publicity to cities, organizations, and even countries. They provide great endings to otherwise not-so-great circumstances. In the workplace, however, they are not always so great. The problem is when an organization becomes dependent on a
One of the most complicated responsibilities managers have is the empowerment of their employees. Employees want to be empowered to do their jobs, yet many managers feel the need to control their work. Some managers even withhold the work. For those managers who do delegate work, many then struggle with how to follow up. For good
Of all the many factors that impact an organization’s performance, studies consistently find an organization’s leadership has the most impact. So, for good reason, leadership development receives a lot of attention. Many books, seminars, and other resources target leadership development. Yet, the quality of leadership shows little improvement from year to year with many studies finding
