We expect people to know how to communicate brilliantly. In fact, we take this skill so for granted that we don’t bother to teach so called “soft skills” at school, at university or even in most work-placed training environments.
If you have been on a training course that I have run, you will likely have heard me lament this fact.
Continue reading “Look Who’s Talking Too”
Do you classify jobs by gender? What is your first reaction when you learn that the General Manager of a Regional Marine department is a female? Continue reading “Leadership is wearing high heels shoes and stepping strong.”
In the short time since I last submitted a blog it seems the world has taken another step along the path to crazy. The scandals of Weinstein, Westminster, and Spacey et al say nothing good about the world in which we live…
Continue reading “It takes a village…”
Employee Engagement – how do you go about it? Is it an annual event or integrated part of your culture?
Gallup recently published a report stating that only 15% of the global workforce is engaged.
‘Worldwide, the percentage of adults who work full time for an employer and are engaged at work — they are highly involved in and enthusiastic about their work and workplace — is just 15%. Though engagement levels vary considerably by country and region, in no country does the proportion of the employed residents who are engaged in their job exceed about four in 10.’
It is undoubtedly a very alarming finding. So, who is responsible to raise Employee Engagement? The common answer is the manager. I do, however, agree about it partially. To me, it is a team effort. Everyone holds responsibility in it and following are my reasons.
Continue reading “Employment Engagement – A Vicious or Virtuous Cycle?”
We very often see and publish articles about leadership and what is expected from us in such roles. Less common are the articles about individual contributors and what is expected from them (us) in general. Do you consider yourself being a good Individual contributor?
Being an individual contributor doesn’t mean that we should act individually. It is empirically proved that we achieve greater results when we peer up and collaborate. Basis on that, we never stop being an individual contributor. Being a leader of others or leaders of leaders, we will still have peers. And, as member of a management team, we need to collaborate with them so our teams can deliver results which will support the overall business strategy. Yes, leaders are individual contributors.
So, what is expected from an outstanding ‘individual contributor’?
Continue reading “7 Opportunities To Be The Talent Your Organization Is Looking For!”