Let's Get The Job Done

People who climb Mount Everest talk of establishing a "base camp;" a place of safety and certainty in preparation for the ascent. I have not participated in that amazing achievement, but I picked up the phrase a long time ago, and have used the analogy in my career to sustain me through some rather tough “climbs” along the way. It's essential that leaders maintain a base camp throughout their careers; to sustain sanity, to protect themselves from stress, and to prepare for, and recover from, stressful events. After all, our careers are a “climb,” are they not?

https://www.linkedin.com/pulse/your-boss-90-employee-experience-nothing-else-comes-jim-bohn-ph-d-/ The person you work for is 90% of your employee experience Over the course of four decades I worked for upwards of 30 different managers and leaders in different companies (I was a contract tech for a while so I got to see many different organizations). Some of them were outstanding, intelligent, just, insightful, creative, and easy to talk with. They had a way to improve the day, every day. They had flashes of brilliance that were utterly inspiring. They knew how to talk (and listen) to anyone, at any level in the organization. They were my employee experience.

Much leadership literature is dedicated to visioning, innovation, production and achievement, yet little is said about the tough stuff. In this way, business imitates life. Few of us want bad news, fewer still want to admit there is a problem, and fewer still want to deal with conflict. And yet, leading people invariably raises the issues of “hard cases;” those team members who raise havoc that requires the intervention of termination.

Criticism is easy, cheap and free. "The dogs bark but the caravan moves on".

"Resistance" is brought up again and again as a source of change failure, and, thankfully, is receiving some academic attention, since resistance to change is not always a malicious attempt to derail an initiative. Resistance is more complex than people who say "I don't want to do this." Executives play a major role in managing resistance. Understand that working with natural human autonomy is far more effective than forcing people to act.

People often talk about Employee Satisfaction but we rarely hear about the elements of Leader Satisfaction. Here are some key things to consider about the joy of leading others and leading teams.

I’ve heard many frustrated colleagues say this about their organizational culture: “It’s not rocket science; it’s political science.” …or is it? “Politics” is the default place to blame just about anything one doesn’t like in the workplace, and the more one is passed over for promotions or perks or special projects, the more cynical they become, and the more likely they will view their corporation as “political.” Candidly, I believe this issue will become an even greater challenge for the next generation of workers, but what does “politics” really mean?

Just a reminder to look back at goals you didn't accomplish before starting new goals.

Leadership Persona is the composite psychological impact of multiple personal characteristics, including image persona and behavior persona. It is the person we convey to those we work with every day. It is a barometer of our influence.

There is deep satisfaction knowing you helped someone else achieve great things.

Time Management is Self-Management

This session gives you precise leadership behaviors to activate natural human motivation. The more of these you use, the more powerful the motivational resources of the team!

There is a myth in the workplace that managers and leaders 'motivate people'. That is simply not true. Managers and leaders create the conditions to activate natural human motivation.

Climbing the career ladder is exhausting and demanding. Leaders need a place to quietly reflect, recover and regroup.

Increasing your power to influence in your organization is key to success. Answering this one question will tell you have effective you'll be in the long run.

Four Things You Gain From the Struggles of Leadership - (1) Resilience, (2) Self-Efficacy, (3) Leader Credibility, and (4) Self-Respect

Leaders bring order out of chaos. That's the number one skill of great leaders. Here are a few tips.

Organizations reward people who know how to get the job done. So let’s go to work together.