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Dear managers,
Your job is not to make people work harder.
Your responsibility to help your team achieve their goals, let them know that their work matters, and then recognize and reward those who consistently help the team deliver timely, high quality and positive outcomes.
Your job is not to make people work harder.
Your responsibility to help your team achieve their goals, let them know that their work matters, and then recognize and reward those who consistently help the team deliver timely, high quality and positive outcomes.
Dear managers,
If you are in the office now, please stand up, leave your office and find as many employees as you can to thank in person.
Tell everyone that their work matters. Tell them that you appreciate them for their hard work and commitment.
Good leaders show gratitude.
If you are in the office now, please stand up, leave your office and find as many employees as you can to thank in person.
Tell everyone that their work matters. Tell them that you appreciate them for their hard work and commitment.
Good leaders show gratitude.
Why employees leave companies:
1 direct manager
2 no career growth
3 lack of customer focus
4 non-competitive compensation
5 no employee training
6 no commitment to equality
7 no apppreciation or recognition
8 no mentor or sponsor
9 culture of blame
10 no safe space to innovate
1 direct manager
2 no career growth
3 lack of customer focus
4 non-competitive compensation
5 no employee training
6 no commitment to equality
7 no apppreciation or recognition
8 no mentor or sponsor
9 culture of blame
10 no safe space to innovate
Poor manager Good manager
—————— ——————
Controlling Collaborative
On the sideline Player coach
Self-centered Humble, giving
Big opinions Lifelong student
Company first Customer first
No feedback A Mentor
Demanding Developing
—————— ——————
Controlling Collaborative
On the sideline Player coach
Self-centered Humble, giving
Big opinions Lifelong student
Company first Customer first
No feedback A Mentor
Demanding Developing
Early in my career, I was so happy and inspired to hear my name said by senior management. I felt that they knew my name because they valued my work. Simply hearing my name strengthened my sense of belonging and mattering.
Dear managers, learn and use people's names. It matters.
Dear managers, learn and use people's names. It matters.
Language of successful managers:
1 how can I help?
2 what do you think?
3 your work matters
4 I trust you and our team
5 I appreciate your commitment
6 thank you for working hard
7 I was wrong, I am sorry
8 your career path is my priority
9 do you have the tools to succeed?
1 how can I help?
2 what do you think?
3 your work matters
4 I trust you and our team
5 I appreciate your commitment
6 thank you for working hard
7 I was wrong, I am sorry
8 your career path is my priority
9 do you have the tools to succeed?
Dear managers,
How many people have you promoted in the past 2 years? Your primary job is to career-path and develop future leaders.
Do not wait for annual performance reviews to position staff towards greater responsibilities. Be a player-coach and develop talent continuously.
How many people have you promoted in the past 2 years? Your primary job is to career-path and develop future leaders.
Do not wait for annual performance reviews to position staff towards greater responsibilities. Be a player-coach and develop talent continuously.
Advice to new managers:
1 earn trust by giving it
2 hire for EQ, train for IQ
3 eat lunch with your team
4 tell people their work matters
5 be a player-coach
6 feedback in private, praise in public
7 in victory, lead from back
8 in crisis, lead from front
9 communicate intent
1 earn trust by giving it
2 hire for EQ, train for IQ
3 eat lunch with your team
4 tell people their work matters
5 be a player-coach
6 feedback in private, praise in public
7 in victory, lead from back
8 in crisis, lead from front
9 communicate intent
The new idea either finds a champion or dies. This is also the for people.
Do you champion your people? Do you give enough recovery time from a failure? Avoid a witch hunt mentally or assign blame. Good managers assist with a confidence reboot.
—@johnsonwhitney, Build An A Team
Do you champion your people? Do you give enough recovery time from a failure? Avoid a witch hunt mentally or assign blame. Good managers assist with a confidence reboot.
—@johnsonwhitney, Build An A Team
