Group Dynamic

When we talk about keeping things “positive,” sometimes people misinterpret this as “soft” leadership that doesn’t allow for high standards and hard work.

Wrong. Positive leadership can easily keep the standards high.

Previous posts on this topic:

Positive leadership is not soft.

Positivity as an essential part of leadership.

Thanks for watching — we’re still working on the tag line!

Tabby and Alan outline the value of timely, specific feedback; in just a couple minutes, you’ll have greater insight on improving engagement on your team.

Previous posts on this topic:

Feedback is about the future

Feedback is specific

Other posts on feedback.

Sarah and Alan talk about ways to convey information multiple ways, multiple times.

Related links:

Sarah Noll Wilson

Earlier post on this topic.

We talk about the ways to casually and effectively use “instead of” as a replacement for “don’t” in order to give folks a positive direction.

Related post: Two words…

Address specific behaviors, rather than general assumed mindsets, like “attitude” for more effective communication.

LInks:

Related post.

Tabby’s website.

Also, some of you pointed out last week that the 90-second burn is longer than 90 seconds.  It is, but the content portion is about 90 seconds.  You may skip the introduction, and the silliness at the end, but you’d miss out on the fun.  :)

After over 3 years, and over 125 posts, this blog will continue in a new format: the 90-second burn.

To learn more about this project, please watch:

Got 90 seconds per week?  Of course you do!  Subscribe at the right and join in the fun, starting next week.

Thanks for all the support and input and comments the last three years, and please stick with us as we move forward into new territory!

In April of 2011, I was caught off-guard by a silly combination of factors:

• I finally Read the rest of this entry »

Dear friend, fellow educator, and previous guess blogger Matt Pries likes to share the following model, with is derived from the Quantum Learning school of thought: Read the rest of this entry »

I am clearly upset that Dr. Jones just bogarted the creme brûlée from my dining companion. It was gonna be mine!

I’m not going to let my worst experience with someone define my relationship with them.

Isn’t that great? Sometimes we have a bad experience with someone and think “whoa, now their true colors are finally coming out!” — and that puts us on guard in the future. Once bitten, twice shy (we think).

But we all have moments when we are at our worst. Usually, we regret them. And, we’re embarrassed. Lots of times we sweep it away, but it nags maybe, and we sure hope it doesn’t define us to others.

Unfortunately, it can. But, as leaders, we have to be emotionally mature and make sure we don’t let the worst experience we have with someone – the low-water mark – forever define our insights, relationship, and treatment of that person.

Another view — what if we let our BEST experience with a person rule our feelings toward them and treatment of them? Perhaps that’s just as foolish, but our world might be a more positive place…

If there’s one skill that leaders must master and habitually improve, it’s communication.

If you look at the list of topics to the right, you’ll see that it’s a pretty popular area of concern.  So many dysfunctions, productivity concerns, drama, misunderstandings, and performance Read the rest of this entry »

“Samantha, please reinstate the afternoon tea and coffee cart for the residents, starting in November.”

Samantha [delivered with sarcastic tone and an eye roll] : “Well, sure, why not. Last time we tried it, Read the rest of this entry »

If the two-word definition of leadership is “Meet needs,” then you have frequent opportunities to be very explicit about that mission by taking three seconds to ask Read the rest of this entry »