Every time you deliver a presentation whether it is at a staff meeting, a sales call to persuade clients, a briefing or a formal presentation at a conference, everything you do and say is being judged. People will makeup their minds about your competence, intelligence, and overall abilities by how well you come across. Here…
The bigger we get the smaller we have to think. Customers still walk in one at a time. – Sam Walton A story is told of how many years ago a man conned his way into the orchestra of the emperor of China although he could not play a note. Whenever the group performed, he…
Based on the book, “Get Along with Anyone, Anytime, Anywhere” by Arnold Sanow and Sandra Strauss, standing firm on the hallowed grounds of “rightness” is a dead-wrong approach for connecting with others. It smacks of arrogance and alienates. The need to “be right” gets in the way of winning the acceptance, appreciation, and respect of…
For me, a coach who specializes in executive communications, the topic of attire is like an unwelcome neighbor who keeps popping over. It’s a subject I’m not entirely comfortable talking about as it seems superficial and off-topic. (I’m a business coach not a style consultant, thank you very much.) But we all know it matters.…
Some days I feel like I’m on walking upward on a down escalator — my 25 years of supervising and managing experience isn’t getting me the results I want. This past few weeks, the managers in my own department have been teaching me a few things: 1) Know the “style” of the decision-makers in…
Based on the book, “Get Along with Anyone, Anytime, Anywhere” by Arnold Sanow and Sandra Strauss, standing firm on the hallowed grounds of “rightness” is a dead-wrong approach for connecting with others. It smacks of arrogance and alienates.
Should a leader apologize when he or she makes a mistake, or is it a sign of weakness? In the front line leadership course we have two case studies on balancing friendship and leadership. This is a unique situation faced by supervisors and team leaders who have been promoted from within. One case study deals…
I have been touting the 4-Drive Model of Employee Motivation since I first read the 2008 Harvard Business Review article “Employee Motivation: A Powerful New Model” by Nohria, , Groysberg, and Lee. You could say I’ve been a very BIG advocate for this model! It is a powerful theory on human motivation in general, and…