Imagine you and a close friend have a difficult situation that you need to address, how would you handle it? Would you sit down, have a meaningful dialogue so you both feel heard, then agree on how to deal with it? If so, congratulations, you’ve employed an effective strategy to achieve a desired result . . . → Read More: How Leaders Conduct Effective Meetings…
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 3 comments - (Comments are closed)  Clarify objectives, effective meetings, meeting, meetings, Rational clarify, Rational plan Would you sit in front of a campfire and say, “Give me more heat, then I’ll give you more wood.” Of course not! You need to “earn” the heat by investing your time and energy gathering the wood, lugging it back to camp, arranging it in the pit, fanning the glowing embers; then you . . . → Read More: Leading by Achieving ANY Goal One comment - (Comments are closed) Beliefs, Commitment, Feedback, goal setting, Rational plan, Self-efficacy, Visionary Goals There are in fact two things, science and opinion; the former begets knowledge, the latter ignorance. Hippocrates
The leader had just asked me how I could improve teamwork at her upcoming meeting. After discussing a few ideas, she informed me of her plan to invite . . . → Read More: Great Leaders Ask 2 Great Questions: Do You? 4 comments - (Comments are closed) Decisions, Decisions-making, Development, EBM, evidence-based management, Leadership, leadership research, Rational Monitor, Rational plan The cost of turnover for a typical employee is between 48 percent and 61 percent of the employee’s salary, as discussed in a previous blog ( http://davejensenonleadership.blogspot.com/2009/06/six-hiring-mistakes-good-leaders-make.html ). In that blog, I also revealed the six most common mistakes leaders make during the interviewing and hiring process. These errors are why an average of . . . → Read More: How Leaders Interview and Hire the Best In a previous blog, I pointed out that the desired outcome of any performance feedback session is to produce better performance after the conversation. They should be called “feed forward” sessions. While this may sound obvious, leaders often tell me that their goal is to “Get the person to understand…” or “Have the . . . → Read More: Seven Mistakes Leaders Make During Feedback Sessions |
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