If you see me with a scarf, you know I’m trying. Totally clueless on how to wrap this thing around my neck! Enjoy!
“Continuous effort — not strength or intelligence — is the key to unlocking our potential.” (Winston Churchill)
“People don’t quit their jobs, they quit their bosses. Skilled people want to work for winning leaders. Grade A talent wants to work for Grade A leadership. It won’t settle for less.”
In The Engaging Leader, Dr. Ed Gubman communicates how to draw out employees’ enthusiasm and commitment; how to retain and nurture companies’ most prized and priceless assets — employees:
Engaging leaders are drivers and builders. Drivers are decisive decision makers; putting results first, stress the bottom line, and crack the whip (maintaining pressure on accountability and come down hard when goals aren’t met).
Builders put people and process first. Builders are relationship-oriented. Builders let solutions emerge, take a long-term focus, stay behind the scenes more, and are more positive than critical. (They are, by no means, indecisive. Builders possess goals and visions. They rely on natural consequences vs. immediate consequences by an authority).
Engaging leaders know when to be drivers and when to be builders.
Furthermore, Dr. Gubman states, “Employees (talent) want freedom, control, accountability, and caring.”
Freedom — the freedom of expression and the ability to be who you are, not someone you’re not.
Control — people enjoy their work when they know what their responsibilities are and have the autonomy to achieve them. They don’t want to be micromanaged. Even when what-to-do comes from above, talented employees expect to figure out how to do it themselves.
Accountability — giving someone an assignment and holding him or her responsible for delivering results.
Caring relationships increase people’s investments in your workplace. Warm relationships help employees feel connected and will motivate them to work for you — to help you meet your goals. Employees will confide in personal matters if they feel safe. They also want some friends in the workplace.
Tough and tender, a loveable task master, realistic optimist … whatever you call it, the intersection of driving and building behaviors is what engages most people.
Successful leaders learn this in their interactions with people. They become more versatile, expanding their own styles by taking on some behaviors that are unnatural to them at first, but become second nature as followers reinforce them by responding favorably.
The ability to incorporate parts of these seeming opposites, like the skill of reconciling group goals and individual needs, will make you an engaging leader and a long-time, big time winner. (Full Story)
Don’t know about you but the the longer I hang around the block, I find myself enjoying the company of complicated people — the so called “screw ups” — the ever so adorable human beings!
Would you prefer to be around people who are always “doing great” and “so together?” Not me. I’m so imperfect; I’d suffocate amongst wanna-be-perfectionists.
Wanna know my humble opinion? Folks who think and act like they’re so together are really more screwed up than you and me — at least we’re able to admit to and live with our humanity. “Perfect people” are just in denial — too insecure to face their true selves. To the goody two-shoes, ”STOP JUDGING. LIVE A LITTLE!”
If you were divorced, successful, stable career woman about to start a new relationship, and your charming, unreliable, two-timing ex-husband showed up saying “I really want to grow old with you”, would you take him back?
My head would say “NO WAY!” But my heart? “Maybe …? Maybe … someday?”
LIFE — so hilarious, so complicated, so unbelievable!
It’s Complicated — two thumbs WAY UP! A must see this holiday season!
Are you at wit’s end trying to figure out what to buy someone who has it all? Try eBay! There’s something for everyone!
Have you found your perfect gift?
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