Tip #1015: Going to Equatorial Guinea
By the time you read this, I will have been in Malabo, Equatorial Guinea in Africa for three days and have facilitated the second of
By the time you read this, I will have been in Malabo, Equatorial Guinea in Africa for three days and have facilitated the second of
All management interactions, such as delegating assignments, leading change, handling a difficult employee, giving performance feedback, solving problems, thinking critically, resolving conflict, and building a
If we want to manage difficult employee behavior effectively, we need to know WHY the person is acting out. Once we know WHY the employee’s
Sixty percent of new managers fail within the first 24 months in their new role. Here are eight red flags that indicate your new manager
Supervisors and managers frequently talk themselves out of delegating, when, in truth, complete or partial delegation is possible. Below are typical reasons why delegation doesn’t
In Part One, we considered whether there were system barriers (Step #1) or circumstances beyond the employee’s control (Step #2) that interfered with the employee’s
When an employee does not perform well on the job, the tendency is to immediately point a finger at the individual as being either incompetent
It seems like it would be a slam dunk- take high performing staff and put them into management roles. But it’s not. Sixty percent of
Employees in a team are expected to perform effectively, both as individual contributors and as members of the team. Team training can provide the tools
Do you hire people based on their proven ability to perform the job or just because they have an academic degree? Certainly, attaining an academic
Training can’t happen in a vacuum. Unless supervisors are involved before and after a training program, it is unlikely that any employee behavior will change.
“By failing to prepare, you are preparing to fail.” Benjamin Franklin By the end of Part One, the business was growing quickly, resulting in a
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