New York Times Bestselling author Sheryl Sandberg defines leadership in the most creative and truthful way. “Leadership”, says Sandberg, “is about making others better as a result of your presence and making sure that impact lasts in your absence.”
According to Sandberg, a great leader becomes such an inspiration for others that the teachings they spread will continue to have a lasting impact, even after they’re gone. Guiding employees in a way that transcends job duties and rigid responsibilities stands at the core of great leadership.
Posts in Category: teamwork
One-on-one meetings are the soul of any startup. In essence, they’re a superlative form of supervisor-employee connection. And without a doubt, they are very advantageous. To list, they connect, inspire, motivate, boost communications, and enhance cooperation.
Focus at work is under siege. Everything can interrupt your focus. Coworkers asking you out on a break. A nearby call ringing its way into your focus. And most of all, the myriad distractions new tech put on the table. The buzzes, the dings, the rings. The trouble is, if you don’t focus at work, work doesn’t get done by itself. Hence, focus at work matters.
Productive work is oftentimes unattainable. Very often we end up doing futile work on things unrelated to our productivity. And, by all standards, work should be productive. Yet, other than procrastination, there are countless reasons why it’s tough to do productive work. Most of the time, work inertia makes it hard to change things for the better. Chiefly, having spend so much time training to do things a certain way makes us reluctant to change.
Imagine, however, that you could bring forth change with a few tiny tweaks. Nothing too complex, no relearning or brain rewiring. Instead of huge changes that might not even work for you, try the shortest path to change. Tiny tweaks for productive work means that you invest as little as possible to get the greatest possible return.
Reward teams and you get to build motivation, boosts productivity and develops team trust. Indeed, offering people recognition boosts their self-esteem, confidence and happiness at work.
Some other advantages are increased employee engagement, less staff turnover, higher customer satisfaction ratings and the fact that organization grows in its sense of purpose. To be sure, there are plenty other good reasons to reward teams. But only a few great ways to do it.
Focus is a perpetual challenge. After all, adjusting and maintaining our focus is a daily battle. Hence, most of us take it personally. We seldom talk about our ability to focus. We are seldom forthwith about fatigue, distractions or procrastination. Conversely, we seldom talk about burnout or our inability to concentrate.
Work situations can vary from professional to mouth-jarringly odd or unfair. You might experience challenging bosses, clients or co-workers. It is not always that people are difficult. Rather, we all get to be difficult every now and then. Maybe it is work pressure or not having a good work-life balance. Or perhaps it is the challenging nature of collaborative work.
In fact, expect to be eventually disappointed. People you respect will every now and then fail you. People that always deliver will someday under-deliver. After all, they’re only human. Yet, being put on the spot is nobody’s strong point. You’ll find it’s tough to be spontaneous with tricky work situations. Tricky work situations make a mess of your drive and motivation. They leave you under-performing or even looking for a different job.
We all have a work conflict at one point or another. And often heated debates are the way to boost productivity. Often, the feelings we experience can be too much: anger, frustration, surprise, fear, sadness, disgust, shame, and anticipation. Yet, sharing how you feel in a work conflict may not be the best strategy.
To connect with customers, particularly online, is a priority for many businesses. Yet, in this day and age, you need to cover all the bases. It’s no longer enough to create an amazing product and offer an impeccable service. In fact, despite smart promotion strategies and heavy-set marketing campaigns, it may still not be enough.
Achievable goals are the pinnacle of a smart goal-setting strategy. Sure, you should be able to achieve your goals, generally speaking. Yet, there is a lot more to achievable goals. This is because goals are high-productivity enablers. By itself, goal-setting provides structure to individual or team efforts.
And making sure that goals are achievable builds on that. Most of all, achievable goals motivate. They become a milestone. One that requires resilience. To put it simply, achievable goals are something people feel. Achievable goals reward because they feel like the achievement that they are.
