I want you to think of a time when you were speaking to someone who you just knew wasn’t listening. Chances are, you didn’t have to dig too far in your memory bank to come up with one. How'd you feel? Frustrated? Annoyed? Disrespected? What about a time where you weren’t listening to someone who was speaking to you. Again, probably not hard to think of one. How do you think they felt? ... Frustrated? Annoyed? Disrespected? In the first example, you probably assumed that the other person was rude and disrespectful because they weren’t listening to you. But, in the second example, you were
Passion
The key to good time management
There’s a vital difference between managing time and managing work. Work is infinite, time is finite. Work will expand to fill whatever time is allotted to it, so in order to be productive, we need to manage our time, not our work. The key question to ask is not “what am I going to do?”, but rather, “how am I going to spend my time?” The reality is, none of us have, or will ever have, enough time to do everything we want to do. Is your time being spent on activities that reinforce your goals, visions, and contribute directly to your strategy? If the answer is no, then you’re not focused
The cost of doing nothing
One of Gallup’s most famous leadership breakthroughs is that 70% of the variance between the highest engaged teams and persistently disengaged teams comes down to the manager. Unfortunately, worldwide, only 20% of full-time employees are engaged in their job. Can you see the link? I don’t believe that anyone sets out to be an “ineffective manager”. Unfortunately, because managers aren’t often given the training and support they need to engage their teams and get the most out of them, that becomes the result, “ineffective managers”... which in turn creates disengaged teams... which in turn
I want to be the type of manager who…
At the beginning of each year I always hear a lot of people talking about their "word for the year". I like the idea of this, and I even did it a few times, but to be honest, when the end of the year rolled around I could never remember what my word was. I often speak with the managers I work with about setting intentions about how they want to show up as a coach and manager, and a new year is a great opportunity to revisit this (or do it for the first time). Now, I know this is kind of like choosing a word, but not if you take it further and start putting actions to your intentions. James
Let’s pretend for a minute
"People don't leave a manager, they leave a job." I'm sure you've heard many different iterations of this message before. Let's pretend for a minute that this isn't true. Let's pretend that people do in fact leave a job. What do you think could be the main reason someone might leave? (other than due to external forces) I'd guess it's because they didn't like their work. Maybe they didn't like it because they weren't getting to utilise their strengths, maybe they didn't feel that they were being coached or up-skilled, maybe they couldn't see where they were heading or how they were going
