Have you laughed today?
A great team knows how to laugh together, and a great leader uses humor effectively in many ways. Take a look at this Inc. article today, and use it to make yourself a better leader, and your workplace more fun. :
Archive for Teams – Page 13
My friend and colleague, fellow leadership coach John Baldoni says this so well, I couldn’t have said it better.
He hits all the right points about how to deliver negative news to an employee, with dignity. He describes simply and clearly how to deliver bad news (about performance) with firmness and clarity while always allowing the individual retain their dignity and the hope for improvement and growth.
I particularly like his suggestion to use notes, to stay on message and use the specific language that is likely to most effective.
Your thoughts?
Save this one to refer to from time to time as a reminder, about how to do this really well:
▶ John Baldoni: Bad News? Deliver it with Dignity – YouTube.
Here’s a really nice synopsis by Daniel Goleman (the best known expert on emotional intelligence.) Take the quiz and figure out where you could put a little attention to ramp up your “EQ.”
Here are some very practical action steps that any leader can implement today, or, work on doing more of. Let me know your
ideas.
How Leaders can create a culture of motivating communication | Leadership Cafe.
Does your mood match that task at hand? | LinkedIn.
Here’s a recent Danial Goleman article I think you will like.
Teaching Empathy: The Ancient Way Is Now Cutting-Edge – Forbes.
Here’s a short, but excellent article with some simple steps we can use daily to model, teach and reinforce empathy, as well as links to addtional resources.
Here is a timely article from Tony Schwartz, someone I have been of fan of for many years and leader/founder of “The Energy Project.”
Read on and let me know what YOU think.
Want Productive Employees? Treat Them Like Adults – Tony Schwartz – Harvard Business Review.
Secrets Of America's Happiest Companies | Fast Company.
I’m always interested in this. What can you learn from this research that can make a difference in your workplace?
Also, if you are interested in more, here is the link to a New York Times book review of Anne Kreamer’s book, “It’s Always Personal.”
It’s easy to think of vacation and time off as the best way to increase employee well-being, but, in fact, in the long run, engagement is much more important to an employee’s well-being than the amount of time they have off of work.
The employee that is highly engaged at work, frequently enjoys a blurring of the distinction between work and play, and often finds themselves energized by things that occur at work rather than de-energized or depleted.
In addition, numerous serious research studies have shown that the more often people find themselves in the state of “flow”, (where they are so entirely consumed in what is happening in the moment that they lose all sense of time and of the other activities going on around them), the happier they are.
For Employee Wellbeing, Engagement Trumps Time Off.
Coaching Tip:
Forget about long vacations, and consider what changes you can make to move more in the direction of “I love my work” and “I get a chance to do my best work every day.”
Go for more “flow.”