By Daniel Bobinski Most managers and leaders seek ways to improve the effectiveness of their organizations. Such efforts are commonly…
Browsing: Emotional Intelligence
Lots of people strive for positions of management or leadership. Some people are naturally inclined to do well in those roles, others must learn the skills. When someone exercises good management or leadership, chances are the workplace hums along pretty well. However, when someone in one of those positions lacks those skills, let’s just say things usually don’t go so well.
The cultural landscape around us is becoming increasingly impersonal and disjointed. We’re seeing an expanded use of automated and impersonal service methods, such as unmanned fast-food locations and self-service grocery checkouts. Many online services provide zero options for talking with a real person, and technologies such as text and email may be efficient, but they remove the human touch.
Companies that invest in training have both better retention and better productivity. When was the last time you analyzed the impact of your organization’s training?
Regardless of whether you get a coach or a mentor, benefits are abundant. Let’s explore some ways these relationships can help you.
Human nature being what it is, people love flexing their authoritative power muscles. But it’s how we deal with interpersonal conflict that enables us to grow as individuals.
Looking back over the past 40 years, gains in technology have brought many benefits. Email has phenomenally increased the speed at which we can share documents and updates.
Is your workplace focused and energized? If so, the leader impacted that. But if your workplace is dreary and a drain, the leader impacted that, too.
All too often, when people tell me about their workplace troubles, frequently those problems are exacerbated by someone referred to as “difficult.” You’re probably thinking, “But you don’t know my coworker!” Yes, people are complex creatures, and you are correct. I don’t know your coworker. But I do know ways to adapt so that interactions are less “difficult.”
What if I told you that only about 32 percent of U.S. workers claimed to be engaged in their work?
