Approachable Leadership Blog
Workplace negativity can quickly drag a team down. But it doesn’t have to. Lead a teammate with a bad attitude? 4 simple steps can turn things around.
A new study finds tranformational (approachable) nurse managers are 74% more likely to see nurse innovation behavior from their teams.
We are constantly looking for new research on leadership, especially studies relating behaviors we teach in our Workshops. Here are 5 recent studies.
I never really thought about Rogers as a leader until I saw this video a few years ago. In less than 7 minutes Rogers turns around a skeptical and dismissive audience of Senators and earns the PBS network $20M of funding.
HR Certification Institute blog contributor Clair Chiappetta reached out to Phil to discuss some retention tips in the Sept. 4, 2019 post titled, "Did You Set Someone Up For Failure?" Agreeing with the author about the significance of retention, Phil noted, “When you...
Some coaches are masters of the halftime adjustment. Love him or hate him, when Bill Belichick's Patriots are losing or tied at halftime they come back to win those games 47% of the time. The rest of the NFL? Only 26% of the time. Future Hall of Fame NBA coach Gregg...
We teach leaders how to be more approachable. But I have been wondering recently…do our readers actually know what it would look like for us to come into your office and teach your leaders to be more approachable?
In all of my evangelizing on Approachable Leadership, I don’t think I’ve ever given you all a blue print of a day in the life of an Approachable Leadership Workshop. So today, I’d like to remedy that.
You cannot do two things at once. It’s been proven over and over again. We must accept this truth when it comes to our listening game too. Either pay attention or don’t. Here’s 3 practical tips to stop playing the middle ground and up your active listening game.
You’ve probably read (or at least seen) The Approachability Playbook. A few days ago I noticed The Playbook has shipped over 5,500 copies! I couldn’t believe it. Especially when only about 2 percent of books ever sell more than 5,000 copies.
Do you ever “phone it in” in your relationships? I’m pretty sure there’s an annual conference somewhere in Mexico each summer where marketing executives from the greeting card, candy, and flower companies get together. I have this vision most often in early February. Right before Valentine’s Day.
I want to focus on what leaders and HR professionals should be considering in the wake of the Nassar trial and as the #MeToo movement continues to unfold. I believe there are two main takeaways.
What does it mean to lead with purpose? Kind of hard to answer, isn’t it? That’s because in a lot of ways, it’s individual. To the leader. To his goals. And to the company’s mission. What challenges are you and your teammates facing today?
The question isn’t just, “Can these learning outcomes be measured?” It’s also, “Once measured, what is the correlation between those results and our desired business goals?”
We are excited to introduce our community to Steve Browne and his great new book, HR On Purpose!! Those of you in the HR community may already know Steve (he's kind of a big deal :)) But for many others you are in for a treat. HR On Purpose is...
Jason’s one of those guys you can count on. Not flashy or a top performer. But reliable and consistent. He does his job and contributes to the stability of the ship. Recently though, you’ve noticed Jason’s performance is slipping. It’s not so bad that you’re going to write him up or anything. But you’re starting to have to double check his work because mistakes are being made. What’s more, you now have to remind him to do things he would normally do automatically. It’s starting to annoy you.
“Leaders who rely on power get burned, and yet, many of them rely on position or formal authority to get things done.” Phil Wilson was responding to questions about bad habits executives can fall prey to. Terri Williams, writing for the Executive Education Navigator,...
Retention. Retention. Retention. It is your last interview for a big HR job. Your future boss and 2 other leaders finish their questions.You feel pretty good. Then your future boss finishes the interview with this question: “What questions do you have for...
People who trust their immediate managers are much more likely to trust organizational leaders. This, from a 2017 study published in the Journal of Applied Psychology. Ashley Fulmer, one of the authors of the study lays out a brief synopsis of her “trickle up” leadership theory in this HRB article. The basic idea is that the key to creating trust in an organization is to focus on one-on-one relationship-building between leaders and those they lead.