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,
The language you use, and words that you choose to speak, will shape your culture.
Your language also reveals your leadership core values.
Strong leaders use remarkable words. Are your words inspiring and lifting people up?
Your words must empower and motivate.
The language you use, and words that you choose to speak, will shape your culture.
Your language also reveals your leadership core values.
Strong leaders use remarkable words. Are your words inspiring and lifting people up?
Your words must empower and motivate.
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
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?
Advice to new managers:
1 earn trust by giving it
2 hire for EQ, train for IQ
3 value rate of learning
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 value rate of learning
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
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
Dear managers,
This is perhaps the most important business equation for you to manage.
Your job is to minimIze wasted energy.
This is perhaps the most important business equation for you to manage.
Your job is to minimIze wasted energy.
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