Just so we're clear right from the start with the title of this article, I'm not talking about what many human resources professionals refer to as 'Workforce Readiness' i.e., The 'readiness' of individuals to enter or re-enter the workforce productively and the subsequent training needed to help them acquire the necessary skills to become employable.
I've been reflecting on a recent conversation with a client. The conversation was similar to two previous conversations we've had concerning inaction by his managers. However, this time, without planning to say it, I simply said, "We've discussed this same problem three times now.
I am a huge proponent of delegating. I push my clients and audience members to develop their staffs by providing them with opportunities and challenges to help them learn, leverage their innate talents, and hone new skills.
I've given a number of speeches lately to business owners and HR professionals. One of the challenges I've presented each group is: What would your managers say about your leadership style if I happened to bump into them today?
Many organizations and individuals get into trouble attempting Stage 2 Leadership when the time isn’t right. The problems arise because, more often than not, organizations promote the most technically proficient doers into supervisory, team leader, or management roles.
Here’s an article pulled from the archives. It’s sad to say, but what I wrote in 2002 is still right on target – if not more so – today. “At this moment, America’s greatest economic need is higher ethical standards, enforced by strict laws and upheld by responsible business leaders,”
Why are so many supervisors, managers, and even some big dogs with the snazzy three letter titles: CEO, CIO, EVP, etc., incapable of communicating clearly?
I don't know what to do. I'm struggling. One of my managers said to me the other day, 'I don't know what you want! Tell me what you want and I'll help you do it. We've got to stop running around like our hair's on fire.'
