Most of us have what I call infinite jobs - where we could just keep working more hours and never quite get everything done. This week we look at practical ways to manage infinite jobs, improving our productivity while also regaining control over our hours.
Nearly half of all employees often experience negative work-related stress, flowing through to lower levels of engagement and motivation. As leaders, we can dramatically reduce this figure, and transform the performance of individuals and our organisations.
The problem with solving problems is that we often rush towards solutions without spending enough time clearly identifying the challenge we’re facing. In this episode we explore the power of a well crafted problem statement.
Commentary around the effectiveness of negative feedback is mixed, with people often highlighting the adverse impact that it can have on individuals. But is there a way to make negative feedback, well, less negative?
Working 9 to 5 may not be the best way for everyone to maximise their productivity. In this episode we look at the science of chronotypes, and how leaders can use our natural sleep/wake cycles to get the best out of their people.
The self-fulfilling prophecy describes how our expectations of others can lead them to act in a way that confirms those expectations. As leaders it’s time to reset our expectations so we can get the best out of our people and stop holding them back.
Being able to effectively manage change is an essential skill for any leader. In this episode we explore the stages of change that people work through, and what they need from their leaders to support the change.
Learning new things can be painful. Understand why that’s the case can help us, both as learners and leaders, to become more effective. This week we look at a framework to help us understand the predictable stages of learning, and what that requires from us as leaders.
As leaders, we almost always have great intentions, but our intent isn’t always the same as our impact. In this episode we explore three principles for leaders when thinking about intent versus impact.
Having a mentor provides a wide range of benefits beyond development, including higher pay, more promotions and greater career satisfaction. But asking for a mentor isn’t always easy or the best approach.
What can prisoners teach us about performance ratings? And how can we better measure performance and support development as leaders? Check out the research and some ideas that will help improve the way you lead.