One leader behavior reduces turnover intention by
Want to know what it is?
Watch the video.
How are technology and artificial intelligence changing the future of work? In big ways. This means big challenges – and opportunities – for leaders.
While Stuart Smalley may be the king of positive affirmations, I’ve been talking about positive affirmations for work a lot more than usual the last few weeks…
How should leaders deal with “always on” change in the workplace? We often talk about change at work as if people universally resist it. Change is something people resist. Except when they don’t…
Last week, Phil delivered a keynote for the Arbuckle Area SHRM chapter and the Southern Oklahoma Leadership Luncheon. The topic? Follow up and follow through. "The real place where the rubber meets the road as a leader is, do I actually do what I say that I'm going to...
Can your kid’s X-Box teach you strategy execution? I got to spend some quality time with my kid and her X-Box this weekend while we survived the second straight week of major winter weather events that weren’t. Her favorite game is Forza, a car racing game that is amazingly accurate…
I received a great gift last week. My former intern Cameron Brown had a bound copy of his dissertation on leader approachability delivered to my office. I am proudly displaying it on my shelf next to a couple of other…
The New Year showed up again. If your office is anything like mine, that means a lot of talk about resolutions and a “better me.” Personally, I love this time of year. I love it because it encourages people to reexamine
Most of you know I love music. I was listening to a favorite Spotify playlist when I started this post. In the nick of time a classic song inspired the subject line. (Recognize the lyric? Scroll to the bottom to see if you’re right!)…
You should use the F-word with your team a LOT more than you do. Do you use the F-word with your team? I sure do. The F-word gets people’s attention. When you drop an F-bomb your teammates will sit up and listen…
Developing leaders is a crucial component to any thriving business. But there are two things that keep a lot of organizations from properly developing leaders. Those two things are time and investment…
Generational stereotypes are bad for business.
Seems like our culture has become obsessed with generational stereotypes. New articles come out day after day. And they purport to have uncovered some great new insight into how to deal with the millennials creeping into our offices. Here’s my insight.
Most of it’s bullshit.
People are just people. And we all want the same things. We want to be engaged. And to be challenged. We want to be respected. To be compensated. And to be valued.
Change Leadership is a hard job. And it’s never ending.
This is because change is a routine part of life – a blessing and a curse. American journalist, Sydney Harris put it this way:
“Our dilemma is that we hate change and love it at the same time; what we really want is for things to remain the same but get better.”
Humans are made for change, but we can also be overwhelmed by it. Especially the speed of change. It’s important that, as leaders and people, we understand the human nature of resistance to change. And how that resistance burns up both physical and emotional energy.
If you haven’t stumbled across The Coaching Habit yet, now’s the time.
The Coaching Habit is sneaky-sophisticated. And better yet, easy to read. Being such a fan of the book, I was so grateful when the author, Michael Bungay Stanier, agreed to take a few minutes to give us some insight.
Here’s our conversation.
Phil: What inspired you to write The Coaching Habit?
Michael: My company earns its way by teaching busy managers how to coach in 10 minutes or less. The book grew out of lessons taught and lessons learned. And behind all of that was my desire to make coaching…or better said, being more coach-like…something that everyone feels they can do.
Phil: What do you think are the top 3 takeaways leaders will get from your book…
What does staff appreciation have to do with managing change?
ATD’s Change Again? article gives some hard-to-ignore reasons for why you want to focus on staff appreciation when managing change.
“When staff feel appreciated, resistance diminishes.”
Remember the three reasons people resist change.
They don’t get it (an information gap);
They don’t like it (an emotional reaction); or
They don’t like you (a relational trust issue).
Think about how staff appreciation impacts each of these three areas.
When a person doesn’t feel appreciated, it’s safe to assume that there’s a lot of noise going on in his head. Most of the time he’s just talking to himself. Why does he stay? Is there some place else he could be? Somewhere he could get more recognition? Do something different? Maybe make more money? Meanwhile, he’s trying to find the headspace to actually get his work done. Then you throw a new change effort on top of that.