Tag Archives: leadership

Coaching Mastery: The Art and Practice of Developing Others

| Julie Giulioni | 1 Comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Guest Post by Kevin Cashman I’ve been a fan of Kevin Cashman since first reading The Pause Principle nearly five years ago and have followed his work since. Kevin is a leadership luminary and Korn Ferry’s Global Leader of CEO & Executive Development. His most recent effort Leadership from the Inside Out: Becoming a Leader for Life, Third Edition, is an exploration of eight powerful ‘mastery areas’ that will support leaders at all levels of the organization. I’m delighted host this guest post from Kevin! Leadership is more than a job. It is a sacred calling with sacred responsibility. That …

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Deconstructing Delegation

| Julie Giulioni | 1 Comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Delegation may be among the most misunderstood and mishandled of all supervisory responsibilities. Ask any employee and you’ll hear stories of managers throwing tasks “over the wall” with little or no direction or support. At the other end of the continuum is the criticisms of leaders who can’t let go and end up limiting their careers by insisting upon doing everything themselves. It’s rare to hear of the Goldilocks delegator who does it “just right.” This may be because delegation is far more complex and nuanced than most realize. Many managers perceive delegation as a monolithic supervisory responsibility, something they …

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The Supervisory Squeeze

| Julie Giulioni | 1 Comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Being a front-line supervisor can be the most gratifying and exciting of roles that anyone will ever experience. It can also be the most terrifying, overwhelming and demoralizing. This is because new supervisors generally have no idea of the “squeeze” into which they are stepping. The front line is the firing line Imagine a place where the most challenging of work is reserved for those who are least seasoned and least prepared. Welcome to most organizations. After the initial glow associated with the promotion fades, new supervisors find themselves facing a difficult set of dynamics. They are fundamentally responsible for …

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When the Growing Gets Tough

| Julie Giulioni | 4 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Think about the learning that contributed most powerfully to your development and who you are today. Consider the experiences that built the expertise you use and value most every day. Reflect on what you’re most proud of mastering during the course of your career or life. This memorable learning that has made a significant difference to you (and to the organizations you’ve served) likely didn’t come easily. The kind of learning that sticks with people, helping them achieve lifelong results, generally: Challenges them to change how they think, act, or perform in new ways. Takes significant energy and attention. Involves …

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Posted in Career Matters, Leadership Matters, Learning Matters
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4 Raises that Fit Any Budget

| Julie Giulioni | 8 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

A friend recently shared her disappointment that despite earning an ‘exceeds expectations’ on her annual performance appraisal, she received only a 1% salary increase. And she was one of the lucky ones. Some of her peers received no increase and others actually saw their hours decreased. Managers everywhere are having to navigate this challenging organizational terrain—while continuing to drive business results. But the most effective leaders understand that limits on external motivators don’t have to limit their ability to tap internal sources of motivation. They realize that while pay raises might not be possible… there are four other ‘raises’ that …

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Posted in Happiness Matters, Leadership Matters
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The 10 Top Trust Terminators

| Julie Giulioni | 3 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Trust is nearly synonymous with leadership. And it’s big business. We buy books (from the selection of more than 80,000 about the topic on Amazon). We attend seminars. And we work diligently to cultivate it with employees, peers, supervisors, customers… heck, everyone we know.  But field research suggests that real and lasting trust may depend less on what we do… and more on what we don’t do. What our parents told us growing up is true: years of trustworthy behavior and trust-building efforts can unravel very easily… sometimes with just one act.  In fact, employees report that undermining trust is …

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Employee recognition: The KISS… method

| Julie Giulioni | 3 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Recognition may be among today’s most heavily researched leadership and supervision topics. And the results are consistently disturbing: According to studies by Badgeville research, 79% of those who quit their jobs cite lack of appreciation as the main reason. Wichita State University research reported that 81% of employees seldom or never received public praise, 76% seldom or never received written thanks from their managers, and 58% rarely or never received praise from their manager. Gallups’s global research finds that employees around the world consistently express dissatisfaction with feedback and recognition. Making these findings all the more disconcerting is additional research …

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Become a Better Boss One Tip at a Time

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‘Time’ is one of the most prevalent and pernicious of challenges managers face today. Whether related to engaging employees, driving strategy, communicating effectively or just getting through the daily deluge of email, one hears a common chorus of ‘I don’t have time’ in most organizations. And nowhere does this apply more than to a leader’s own development. Given multiple, competing and kaleidoscopic priorities, who has time to learn management skills? EVERYONE! Especially if my friend, Wally Bock, has his way. His new book, Become a Better Boss One Tip at a Time, provides busy leaders with a doable and durable …

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Which Comes First?

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In preparation for an upcoming executive education session, I conducted a quick pulse survey earlier this month. I wanted to understand whether the leaders attending my training believe that there is a difference in the importance of career development to their employees based upon their current level of performance. And they do. A Picture of Perceptions The leaders polled perceive that career development is a pressing priority for their top performers. Nearly 75% indicate that it’s ‘very important’ to these exceptional employees and more than 20% rate it ‘somewhat important.’ They experience a high level of interest, attention, and motivation …

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Redefine Results by Redefining Career Development

| Julie Giulioni | 6 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Given repeated rounds of downsizing, reorganizing, right sizing, and all of the other ‘zings’ that have befallen organizations, it’s easy to scan the landscape and come to the conclusion that career development options have shrunk… that they are few and far between for most employees.  After all: Delayering has left already lean organizations with fewer stops along the food chain. Organizations continue to pursue outsourcing in the eternal quest for cost reduction. Baby boomers are not only having the audacity to live longer… but they’re also working longer and occupying chairs that in the past would have be vacated for …

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