Creating Development Paths: The Benefits, Obstacles, and Easy Ways to Implement
In this video Robin addresses the importance and obstacles of creating employee development programs, along with easy ways to integrate them so it becomes a realistic initiative for you and your team.
To view the full transcription on this topic and to watch the video please log into the Learning Resource Center. Members of the LRC enjoy many benefits, including in-depth review of many topics that will help you unleash your leadership potential.
Here’s a sneak peek about creating development plans:
The Benefits of Career Development Plans
Let’s examine why career development plans are important. There are many reasons and if left unattended to, can create issues bigger than the absence of having development plans!
1. Turnover is a huge expense to companies so when you start to recognize the correlation between the loss of employees and the how you are helping your employees plan for their future, you can save yourself a lot on your bottom line. Top notch employees want to continue to learn and hone their skills. If you avoid or ignore those wishes, they will go elsewhere. Why risk losing your best employees when you can avoid it so easily?
July 2016 Round Robin
In this month’s open discussion, Robin discussed how to use assessment data appropriately during the hiring process and when it’s best to implement the administration of assessments in your selection process. https://www.youtube.com/watch?v=0Q_5SH2If5A&feature=youtu.be For audio only:
The Silo Mentality is Optional
Why is it that someone feels compelled to operate in the silo mentality? Grace gave me the opportunity to ask that question the other morning when she had an unexpected reaction to a stray cat in our garden. What is the silo mentality? The silo mentality is rampant in organizations. It’s a well documented and familiar […]
Are you setting off fireworks unintentionally in your organization?
The word ‘fireworks’ conjures up images of exuberant celebration, bursts of beautiful streams of light, and energetic sound booms. These rockets red glare are a beloved part of any good July 4th party. But not everyone is a fan. Grace, our timid and fearful dog, has a completely different perspective. Fireworks are anything but merry […]
Managing Without Authority
There are many occasions when a manager needs to lead others who are outside their formal reporting structure. Learn why that is an advantage and how you can manage most effectively from your perspective instead of your positional power.
To view the full transcription on this topic and to watch the video please log into the Learning Resource Center. Members of the LRC enjoy many benefits, including in-depth review of many topics that will help you unleash your leadership potential.
Here’s a sneak peek about managing without structural authority:
Assigning a task does not necessarily equal results
As a manager in an organization it’s easy to think that because of that position that you can ask somebody to do something and they will do it. That sounds great, but we all know it doesn’t work that way. Just because you asked somebody to do something doesn’t mean they’re going to do it. Having that authority does not necessarily equal results. In this video I want to talk about how to manage when you don’t have authority.
Sometimes you may not have the authority you need
I think this is a really important topic, because even when we do have authority over an individual just telling them to do something and relying on that positional power is not the best or most effective way to lead. We’ll talk a little bit more about that in a minute. The second reason is that there are multiple times and situations in an organization where we really don’t have authority over the individual, but we still need to work alongside them effectively and get them to do things that we want them to do. Having these skill sets allows you to accomplish what you need in all sorts of situations.
June 2016 Round Robin
https://www.youtube.com/watch?v=CFAMLzlnqf4 For audio only:
When employees defend their territory — unnecessarily
Organizations can be a breeding ground for territorial disputes. We’ve all witnessed when a co-worker is intent on protecting something they feel close to, whether it be an idea they have, a task that don’t want to let go of, or an ego that is bruised. It’s easier for a third-party to see when someone is […]
Has your leadership effectiveness gone to the dogs? (That can be a good thing!)
Are you feeling like your leadership effectiveness is a bit stale? Or perhaps you could benefit from a rejuvenated look at how you are managing? Maybe you know someone who needs to take a fresh look at their approach? Then it’s time you took your leadership to the dogs! Intrigued? Read on! It’s difficult to […]
Hiring Someone You Know: Recognize the Advantages and Pitfalls
Finding candidates from within your established network is a great way to get talent, but understand the advantages and pitfalls when making your hiring decision.
To view the full transcription and watch the video please log into the Learning Resource Center. Members of the LRC enjoy many benefits, including in-depth review of many topics that will help you unleash your leadership potential.
Here’s a sneak peek:
Tapping into your personal and professional networks is a great way to find good candidates for positions in your organization, but there are pitfalls around that. So, in this video I’m going to be talking about the benefits and the challenges of hiring or promoting someone that you know. One of the most obvious advantages to considering a person that you know is that you’ve had direct experience with them. You understand more about their strengths and their work style, their quirks even. You understand about their work ethic and integrity. If you’re considering this person those things must have gone well and you have a higher trust and confidence about them. Those are perfectly acceptable and beneficial aspects to your decision making. But, I want to caution you because that kind of knowledge can also be a tremendous liability when you’re going to your selection process, and I’ll tell you why.
Managing the Challenging Employee
Creating a positive relationship with someone that challenges you can be a very difficult, but also rewarding, experience. There are ways to do this that reduces stress for everyone. Managing a challenging employee can be difficult Managers need to work with a variety of different personality styles. In this video I want to talk about […]
