Every smart leader today understands the value of a highly trained and skilled workforce that can deliver a significant competitive advantage to the organization. Many traditional organizations too often focus only on younger workers, not understanding that the value mature workers bring is more important than ever.
Mature workers bring experience, industry and company-specific knowledge, as well as a highly developed professional network. They can be among the workforce’s most experienced, skillful and reliable contributors. However, many leaders don’t truly appreciate older workers’ value and, . . .
Business problems today are too big for any one person to solve.
Agile teams are much more effective at solving problems than are lone geniuses. So why do we still reward the smartest people in the room more so than those who excel at working with others?
You know who I’m talking about: the people who brazenly take over meetings by showing off how much they know or how witty they can be at the expense of any other voice in the room—and who often end up getting all of the boss’s attention.
In research by Frances Milliken of New York University and two colleagues, the majority of 40 employees at knowledge companies reported having concerns about such issues as workflow improvement and ethics — but not speaking up about these issues to their supervisors. The belief that raising the issues would make no difference was the third most frequently cited reason. Said one employee: “Even if I did comment on the issue, it was unlikely to change anything.”
Read on to find out more about the disconnect between reality and expectation.
This is interesting although discouraging data, but likely not surprising to many. What has been your experience been like?
I’d love to hear about exceptions to this, and, the reasons you think they have occurred.
The challenges are well known: women in business continue to face a formidable gender gap for senior-leadership positions.
Moreover, there are fewer and fewer women at each step along the path to the C-suite, although they represent a majority of entry-level employees at Fortune 500 companies and outnumber men in college-graduation….
When people tell me that they’ve been looking for a new job for many months, but have gotten nowhere, I explore with them what exactly they have been doing.
Often, what it turns out that their job hunt has consisted mainly of scrolling through job postings online,(usually around 10 or 11 o’clock at night),and every now and then clicking “submit.” When I tell them that this is usually the least effective way to find a job, especially, the ideal job for them, they are often surprised.
This cool info-graphic illustrates a major reason why:
Have you noticed that those who most could use some help with their emotional intelligence are often the least likely to know it?
Here is a wonderful article on the subject that could help you or someone else shed some light on this. (Remember, unlike IQ, which is largely fixed, EI is something that can be learned and improved, often with the help of good tools and an excellent coach.)
What do you call a veterinarian that can only take care of one species? A physician. In a fascinating talk, Barbara Natterson-Horowitz shares how a species-spanning approach to health can improve medical care of the human animal — particularly when it comes to mental health.
To my physician readers and clients particularly, check out this amazing talk from TEDMED: