I love this post from world-renowned entrepreneur, best-selling author, and innovator Josh Linkner. What a great idea! (Wish I had known about that many years ago!)
What can you reimagine today?
Source: Reimagine – Josh Linkner
Archive for Retaining talent
Sometimes, people move on. It’s a fact of life, but when an integral and well-liked member of the team moves on, it can create a lot of conflicting emotions. In this Harvard Business Review article, Liane Davey discusses how to handle this situation in a way that helps both you and your team members, as well as making the transition process easier for your departing employee.
Source: How to Manage Morale When a Well-Liked Employee Leaves
One of the best articles about leadership I’ve read in a long time.
The authors state, “To truly engage other human beings and create meaningful connections, we need to silence our inner voices and be fully present — and being more mindful can help.” This requires discipline to stay on task and skill.
Read on for some great food for thought:
There’s very little more soul-crushing than when you don’t feel respected and valued at work. I’d venture to say that over the portfolio of our career, we all will experience, at a minimum, pockets of lack of respect.
University of Michigan Professor Jane Dutton says that an astounding 90 percent of workers polled say lack of basic respect in the workplace is a big issue.
Want More Respect at Work? Try This 1 Simple Framework | Inc.com
In my experience,
it’s all too easy for those working in healthcare IT to lose sight of their connection to the critical role they play in patient’s lives on a daily basis.
Here are some thoughts on on how to bring that back and keep it present on an ongoing basis.
Source: 7 thoughts on bringing ‘heart’ into IT from Cleveland Clinic CIO Edward Marx
Having trouble coaching an employee? Read these seven warning signals to see if they are actually coachable.
Michigan Ross Professor Cindy Schipani explains what companies can do to fix gender disparities in the upper ranks.
Replacing an employee is incredibly expensive: on average, the cost of replacing a worker is, at minimum, 30% of that employee’s annual salary. This number increases depending on the type, level, or tenure of the employee in question.
Do you believe or disbelieve in the theory that “everyone is replaceable?”
Source: When Long Time Employees Quit Avoiding the Knowledge Vacuum
“To be a superboss, do five things well.”
This is an excellent article! As those of you who have worked with me as a coach know, this article mirrors things I work on bringing to the forefront all the time for developing leaders. I especially like the comments about feedback. To be the most useful feedback needs to be “early and often”, focusing on when the individual is hitting the target or moving in the direction of the target.
Project Aristotle is a recent Google study that was undertaken to understand why certain teams in their workplace thrived while others seemed to struggle. After studying hundreds of Google’s teams and analyzing years of data, here’s what they found:
