Since we now have a fairly solid grasp on Why Emotional Intelligence is Important, let’s look at what are considered to be the components of emotional intelligence so we can have some hope of actually being able to develop it within ourselves and within the teams we’re responsible for leading.
Arou...
So last time we looked at why it’s important for someone in a leadership role to develop emotional intelligence... Whether that’s us in the role or it’s the leader we report to, not understanding what causes those highest emotional moments can drive quite the wedge between folks who generally get al...
When we’re truly interested in learning how to improve the recruiting process in our organization, we need to be willing to commit to taking action quickly with potential candidates. If we prove unresponsive from the very beginning, some of the best potential team members may quickly get the impress...
I floated several different ideas for the title of this post by Cindy before landing on “Offering More Than The Competition”... She shot them all down! She said they were each accurate but would likely send the wrong message. As I was studying some material on The Model of Human Behavior yesterday, ...
As we’ve worked through some recruitment and retention strategies, we’ve really dug into the importance of creating an atmosphere the best people rarely choose to leave and we’ve looked at how that has a direct impact on getting them engaged in the recruitment process. When we do that over a long en...
As we worked through The Importance of Employee Retention, we looked at just a few of the direct costs that have such a significant impact on an organization’s bottom line when voluntary turnover is high. Now let’s start digging into some critical steps we can take to make each of our organizations ...
As we started looking at the importance of employee retention, I referenced something I found in a Harvard Business Review article stating “Increased commitment (the actively engaged team members) can lead to a 57% improvement in discretionary effort—that is, employees’ willingness to exceed duty’s ...
Several years ago, I was presented with a fancy certificate of recognition from a regional workforce development board for the work I had done with them on a grant that was focused on getting unemployed and under-employed individuals into skilled, full time roles. This particular grant was designed ...
I saw an article recently titled “Nearly a third of workers don’t want to ever return to the office.” Fortune.com shared this particular title but I’ve seen several others from SHRM and multiple legitimate websites… The issues we’ve all faced over the last year have forced nearly every business to c...
We closed last time by touching briefly on how critical it is to be able to measure tangible results as we work to avoid many of the reasons for why leadership training fails. Leading up to that, we looked at the wide variations in what’s even referred to as leadership training and we dug into the s...
I closed the last post by referencing something we can do to help remove a bit of the reluctance leaders often face when faced with addressing tough situations with team members - often due to the concern of hurting or offending them in some way. Separating a behavior contributing to an issue that n...
Once we’ve been intentional about defining leadership development, our work should be done! Right?
Before you fall completely out of your chair, laughing at that ridiculous statement, I’ll challenge you to show anything of significance that’s truly that simple… If we want to achieve significant res...
