How much significance do you give to the recruitment and training of your receptionist? Of course, you pay great attention to the appointment of your professional service staff. Their importance to the organisation is obvious because they are providing the service to your clients and customers that will determine whether you gain their business and more importantly maintain it. However your receptionist is the face of your organisation, your director of first impressions. That person is the first person your clients and customers speak to or meet when they make contact with your organisation. The way she or he speaks and acts, dresses, is groomed, will either enhance their impressions of your organisation or have them not wanting to come back and looking for an alternative.Read More
How many of you who are not able to afford to buy a house today wish you had saved more money along the way? How many of you wished you’d known how to save money? You might be on the back foot at the moment, but you can make the decision not to let…Read More
Make it a priority to focus on strengths with all the people you interact with.
Acknowledge their strengths. Draw their attention to them.
Challenge them to use their strengths to achieve their goals, to be successful.
Follow them up next week, and next month. Continue to encourage and support them.
It’s their strengths that help them to manage, overcome or counterbalance their weaknesses, what challenges them.
If the focus is always on their inadequacies, what is wrong with them, what they need to change and improve, many give up. They do not know how to do it. They do not recognise they have the resources within – strengths – to do it. So focus on strengths, not weaknesses.
Be the catalyst to help them recognise their untapped talents and potential.
Be the person to change their life.
How often have you waited for the time to be right and in retrospect missed out on a great opportunity?
How many years have you actually been waiting for the time to be right to do what you really want to do, knowing it will change your life, that action changes things?
As Napoleon Hill has said: Don’t wait! The time will never be right.
You want to go back to do your MBA but you wonder if you should wait until the children are older.
You’re a professional woman who wants to start a family and you wonder if you should do it now you are 29 years old or wait another 6 or 7 years until your career is more established.
You want to leave corporate life and start your own business but you wonder whether the economy will support you at this time.
You’ve been heading your department now for 12 months and believe you need to restructure if you are going to achieve the goals you have set, but you are concerned whether this is the right time
You want to talk with your CEO about your future in the organisation and what she can offer you for your career development. You’ve been delaying doing it for 6 months now, waiting for the right time.
You’ve been thinking and pondering for some time now, but you keep your foot on the brake.
How do you decide the right time?
So many leaders and managers bring to their leadership and management an underlying assumption about their employees that the only way to motivate them to perform at a high level is to use a reward and punishment model of motivation, the old carrot and stick approach. They do, however, use a much more sophisticated management language to describe it. The underlying message is: “If you do what we want you to do you will get a carrot and if you don’t do what we want you to do you will get the stick.” This is extrinsic motivation. There is considerable evidence that employees whose work is solely extrinsically motivated don’t end up being the kind of employees who are engaged in your organisation and want to give 150%. Their only motivation often is what they can get from your organisation, not what they can give. Daniel Pink tweeted that carrots and sticks are so last century and that in his book on motivation – DRIVE – he says that for 21st century work, we need to upgrade to autonomy, mastery and purpose.Read More
Every year Gihan Perera invites a group of empowered and empowering professionals in the personal and professional development field to contribute some inspirational ideas to a book on how they can expect more from the following year. It has been my privilege to be invited to contribute for many years now. This year my article is on 5 Steps to Motivate High Performance in Your People in 2017.
My gift to you at the end of this year is a copy of this book. I hope is that some of the ideas in this book will help you have a very successful year in 2017, one that sees you jump over obstacles, and achieve the goals you set for yourself.Read More
Do you feel stuck on the career ladder? Do you feel you are going nowhere fast?
You are ambitious. You want your career to move on and up. You want fulfilment and challenge in your work. You also want to enhance and expand your skills by being given new opportunities and promotions. Yet it is not happening.
So what do you do? Do you go back to university and get some more qualifications? Do you move to another organisation? Do you change careers?
Sometimes none of those are possible and you have to stay where you are, so how do you do that and stay engaged, empowered, productive and grow your career in such an environment? Here are 14 key actions for doing just that and moving your career on and up.
Leadership is such a contested concept. There are all kinds of theories, ideas and beliefs about what makes a great leader. When I went on to Google and typed in What is Leadership, in 33 seconds, Google threw up 464 million entries. Yet there are 5 key skills that will empower leaders to manage whatever challenges they face in leading their teams and organisations into this uncertain future. They are self-awareness, resilience, pro-activity, resilience and work/life integration. They will enhance leaders’ self-leadership. They are what we call the soft skills for leadership that are now seen to be an essential complement to the technical skills of our profession or industry sector.Read More
If you want to be a high performer today you need to fearlessly, courageously and pro-actively embrace exponential growth. This is growth that just keeps on coming. It never stops to give you breathing space. It can overwhelm if you don’t know how to move with it. It is, however, the kind of growth that enhances your ability to manage the uncertainty, unpredictability and complexity of today’s world.
To embrace its empowering excitement and ride its challenging relentlessness, you need to move out of your comfort zone and stretch yourself where you will discover potential you never knew you had. More significantly, on the way, you will gain insights into the intrigues of how this new economy operates. This empowers you to work more effectively within it, provoking even further growth and ultimate success.Read More
Interruptions at work are the bane of people’s lives and they see them as one of the greatest challenges to them effectively managing their time. This is why an article by Doug Conant that I’ve linked to here is so important and helpful – Why Leaders Should Embrace Interruptions. As a top CEO of large companies Doug, himself, had experienced this as a major problem and rather than let it continue to be a problem, he reflected on how he could turn it into a positive. He explains how he has done this in this article referred to here and in his book “TouchPoints”.Read More