I have just returned from THE BEST vacation. EVER!
A 6-day bike tour with Vermont Bike Tours on the islands of
Brac and Hvar in Croatia.
So it is easy this first day back in my office to agree with John Ruskin (with apologies)
To be happy in my work, three things are needed: (more…)
Friday morning musings after a particularly great workout.
A Marriage is like wine. We look at the bottle on the shelf. The more attractive the label, the more excited we become about what’s inside. We have to taste it before we know whether it suits our taste. Does it give us a headache or do we want more? (more…)
Managing People… Its Not About You Its about You & me and… Me & You. Figuring out how to lead effectively starts with building trust.
One of the first steps to building trust is to interact with your “audience” from their context of comfort.
Key points to keep front-and-centre:
Listen for your “audience’s” style — easy to do. (more…)
1. Because we pay people.
When employees or contractors accept money to do a job, they are making a contract to do their best with their unique talents and experience. When a company pays people they company is making a commitment to the person to provide the best available tools, resources and development so people can do their best.
2. High performers have to fix problems that are caused by people who are not being held accountable. (more…)
Every person’s, every behaviour has a financial impact on the organization.
Every person’s, every behaviour has an effect – for better, or for worse – on every other person’s behaviours – co-workers, customers, suppliers, families, community.
Self-Reflection – Identify, write down, one thing for each of the following that will result me (write name here) _______ improving my performance …
1. What I need to STOP doing …
2. What I will START doing — now, today …
3. What I will KEEP DOING that moves to to improve my performance …
Basic Human Principle:
We behave in our best interests when we:
To get your FR.EE Instant Copy of — A TASTE of GENIUS — A Six-Step Guide to Helping People Give Their Best Performance – go to http://www.subject2change.ca
From Dr. Jim Sellner, PhD., DipC. — working with Zoomers & Super Zoomer managers to
experience more joy, health and a sense of abundance.
Should they choose to take the assignment.
1. Involve people in long and short-term planning efforts. Key: Set “The Deal.”
2. Ask for their input on projects — give ‘em space to learn and hold them as responsible.
3. Include Competent, motivated, Experienced people on top-level discussions, conferences and meetings.
4. Encourage people to talk at conferences, Rotary meets, Chambers of Commerce about the company’s wins & losses — teach them how to do this well.
5. Don’t just ask for opinions, implement what you can and give over the responsibility for them implementing stuff.
From Dr. Jim Sellner, PhD.,DipC. — working with Zoomers & Super Zoomers business leaders so they can experience more possibilities for experiencing more joy, health and a sense of abundance. Dr. Jim is author of Leadership for Einstein’s: Bringing Out the Genius in People While Becoming Great Yourself.
Dr Jim is author of “The Phallic Imperative: Why Men Are Hard to Get Along With!?”
Dr Jim Sellner’s Virtual Leadership Development Series — April 15th.
Account — ability
Means Everyone
&
Affects Everyone
From Dr. Jim Sellner, PhD.,DipC. — working with Zoomers & Super Zoomers business leaders so they can experience more possibilities for experiencing more joy, health and a sense of abundance. Dr. Jim is author of Leadership for Einstein’s: Bringing Out the Genius in People While Becoming Great Yourself.
Dr Jim is author of “The Phallic Imperative: Why Men Are Hard to Get Along With!?”
The situation:
In today’s workplace 6 disruptive dynamics are creating trials and tribulations for business leaders.
1. Disruptive Demographics — there are now a wide range of age differences in the typical workplace. Managers have to work with Employees from age 20 to 75. (more…)
There are very practical reasons behind the need to find out from our employees about how engaged they are.
Why?
Because truly engaged employees deliver business value and enjoy their work more.
Surveys: A method to alienate and de-personalize your workforce. (more…)
. . . First because it involves and engages people, to get things done.
Second, genius management is a process of relationship, not an event.
Relationships are a voluntary, participatory sport. Just like getting and staying fit, building a company or building a brand identity.
Events — because the have a clear beginning, a middle and an end — are easier to plan manage, execute, pay for and get excited about.
Processes are a series of events, conversations, failures, success, learning’s and outcomes that form and define relationships that produce results over the long haul.
From Dr. Jim Sellner, PhD.,DipC. — working with Zoomers & Super Zoomers to experience more joy, health and a sense of abundance.
Dr. Jim is author of Leadership for Einstein’s: Bringing Out the Genius in People While Becoming Great Yourself.
He co-leads Brains’ Trusts Peer Groups for CEO’s and executives.
Learn how to:
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