By Todd Dewett | Wednesday, November 05, 2014
There’s no shortage of managers asking their employees for new and improved work products. They shout for creativity, change, and innovation. But the unfortunate truth is that most of then don’t really mean it.
They do want great new ideas, new products and services, and clever solutions to the problems you face. They just don’t want to deal with what always comes first: trials and error, mistakes, and half-baked attempts.
All of which represent business risks — and managers just can’t stand risk.
By Todd Dewett | Wednesday, October 15, 2014
At some point, every leader thinks, “My team needs a little more creativity!” Then they start looking for a “creative genius” to promote or hire. This isn’t completely illogical, but it’s definitely unproductive.
In this week’s Management Tips, we’ll address the myth of creative genius—the notion that only a few lucky souls out there are truly creative and that we can benefit from this fact if we can only find them.
By Mike Figliuolo | Monday, September 15, 2014
People want to be treated like people, not like cogs in a big machine. It’s incumbent upon you as a leader to see them as individuals. It’s for that reason that I hate the use of the word “just” in front of anyone’s title.
“He’s just an analyst.”
“She’s just a cafeteria worker.”
“I’m just an administrative assistant.”
No one is just anything. The phrase is demeaning and pejorative. We’re allpeople—we simply happen to have different responsibilities.
“Just” connotes that someone is worth less than someone else, as if that “just” someone has a defect. One of the most powerful leadership skills I’ve seen and used is valuing everyone’s contributions equally.
By Mike Figliuolo | Monday, August 18, 2014
As leaders, we manage hundreds of tasks every day. But in the swirl of all that activity, one thing is often ignored until it’s too late: building trust with your team members.
Trust is key to effective working relationships—yet trust seems harder than ever to earn and easier than ever to lose.
What causes a team not to trust its leader? You. Yes, you. If you’re unpredictable, then your team doesn’t know what to expect from you.
By Todd Dewett | Wednesday, August 13, 2014
Let’s be honest: We all face some interpersonal friction at work.
And sure, one reason is that some people just aren’t nice—but that’s not actually the most common reason.
When coworkers don’t get along, it’s usually not because one of them is “wrong.” It’s because people are different. Those differences are the focus of this week’s Management Tip.
By Todd Dewett | Wednesday, June 11, 2014
This week I’ll address diversity in the workplace from a different perspective than the one you may be used to. In the first tip, I’ll take aim at the competency model, an unexpected barrier to building diversity.
By Todd Dewett | Wednesday, February 26, 2014
Explore Management Tips at lynda.com.
One of the biggest potential wastes of time and money in corporate America is the team-building retreat. Retreats are rarely well planned well or correctly facilitated. The result is that teams often dread attending retreats, considering them either a waste of time or, best case, merely some “fun time” away from the office. But it doesn’t have to be this way. If handled correctly, team retreats can be productive, educational events that strengthen team bonds and encourage creativity.
My first management tip this week looks at the planning phase of a successful team retreat. It starts with being honest about what the team needs; a dose of fun is always helpful, but it should be bundled with serious, targeted learning. Is your team’s key issue trust? A lack of candor? Greater accountability? Brainstorm on the possible learning areas you could tackle, talk to your team, and choose a relevant topic.
By Todd Dewett | Wednesday, October 09, 2013
Get more Management Tips at lynda.com.
Keeping a team at peak performance is tough. You can staff correctly, provide your team with crystal clear directions, and give everyone the resources they need to succeed—but sometimes they’ll still get stuck! When your team’s performance reaches a plateau, you’ve got to refocus on motivating them.
You’ll know a team is stuck when you see no significant progress for weeks on its key goals, principled debate edging toward unproductive arguments, or one or two team members constantly dominating the group’s conversations. If left unaddressed, morale and trust can quickly erode and the overall productivity of your team will flatline.
Don’t worry; you can get your team moving again. That’s the focus of the first tip this week: How to get your team unstuck.
You can change your email preferences at any time. We will never sell your email. More info
Thanks for signing up.
We’ll send you a confirmation email shortly.
Sign up and receive emails about lynda.com and our online training library:
Keep up with news, tips, and latest courses with emails from lynda.com.
We've updated our terms and conditions (now called terms of service).Go Review and accept our updated terms of service.