Do you remember the iconic job interview scene from the movie “3 Idiots”. When asked to explain his consistent low marks in the engineering exams, Raju replies – “Fear is not good for marks”. Fear is not good for performance at work too. Why? Read on!
We’ve all grown up with the rabbit and the tortoise tale. The winning virtues of the tortoise that have immortalized “slow and steady wins the race”. That’s a great moral lesson for people of all ages, especially kids growing up. But, what about workplaces?
Elon Musk is one of a kind to say the least. A genius, visionary, risk taker who wants to change the world. By all standards, he aims for what almost everyone would say is unachievable. Elon Musk is an adjective as much as a person. It’s not easy being Elon Musk. Should you be following the leadership style of Elon Musk.
You may have definitely heard about the 80/20 rule – the Pareto principle. A quick recap: the 80/20 rule states that roughly 80% of outcomes come from 20% of causes. And surprisingly, this holds true in all walks of life and work. Read on to know how you can use this for team management.
As a leader, you need to self-aware. Each individual has a unique recipe for success. Give them what works for them – just like salt to taste. What’s your leadership style?
After more than two years when employees were forced to scramble into their living rooms and bedrooms with all their hi-tech fancy work gadgets, employees and their bosses continue to disagree. That’s hard to believe. And, this is because we continue to fight with the change.
It’s not easy showing up at work everyday. Showing up inspired. Showing up motivated. Work demands an instant transformation, like the click of a button. But, people are not apps. Get to know your people!
Clarity at work trumps all engagement activities. Does your team have absolute clarity about your business goals? Where are you going? Where do you want to be? How can each of them contribute to the goals? What’s in it for them? Let’s not make them shoot in the dark. And, complain when they miss.
Don’t engage and retain the job role. Engage and retain the person. How? Mix work with employee hobbies and passion. Help Jack, the accountant rediscover Jack, the drummer.
Be it business – customer relationship or employer – employee relationship, perception mismatch is common. And it is obvious. There are GAPS. The narrower the gap, the better it is. Narrowing and closing these gaps will help build a stronger employer – employee bond. How?