Group Dynamic

The title is lifted verbatim from the tenets of Manager Tools, and the brilliant minds of Mark Horstman and Michael Auzenne. I encourage you to go to the source if you want to go deeper.

But the short version is this:

Any feedback on any behavior is most helpful to the individual and the organization if it is Read the rest of this entry »

Don’t say don’t.

Really.  Two reasons- one is pretty esoteric and provokes skepticism in me, but the second is nearly self-evident:

1) Some research shows that Read the rest of this entry »

Not all leaders love to speak in public.  Here are five quick tips to soothe your nerves, and two book recommendations.

Two tips that take no time at all, but make a huge difference in the confidence you project and in your effectiveness: Read the rest of this entry »

In light of the earlier posts regarding generational differences, this article adds nicely to those thoughts:

Why Gen Y-ers are Better at Customer Service : The World :: American Express OPEN Forum.

As a guy obsessed with maxing out potential in groups and individuals – and one who believes the person at the top is the one most responsible for making it happen – I was pretty fired up about the concept of Undercover Boss.  In each episode, a CEO goes undercover, in disguise, to work next to front-line employees.

The format got tired quickly – boss leaves fancy home and doting family, stays in fleabag hotels, realizes he/she is totally inept at frontline tasks, discovers that employees are (gasp!) real people with real problems, cries (most episodes), promises to change, and gives lavish rewards to the episode’s featured employees.

What a great concept – and what a disappointment in a show.   Read the rest of this entry »