Do you want to be a more effective leader, a truly awesome leader? I hope everyone of you has had at least one truly awesome leader. I know I have. He believed in me and inspired me to do things I never thought possible for me.
In the following article, Lolly Daskal lists many of the attributes and practices of those special leaders. I hope you enjoy "The Leaders We Remember Most" as much as I have. http://www.lollydaskal.com/leadership/leaders-remember/ #leadership #execu
Do you want to be a more effective leader, a truly awesome leader? Over the next few months I will be sharing some articles I love about Leadership. Two of the most important components of great leadership are Authenticity and Empathy. It's easy to get busy with the technical aspects of being a manager and to forget that who you are and how you treat your staff is critical. I know that when someone really 'gets' who I am and appreciates what I do, I am motivated to be even be
Are your employees burning out? According to Huffington Post Canada, many businesses are anticipating growth this year but few are actually planning on doing any hiring. So what does this mean for employees? A survey conducted in November revealed that 70% of employees expected business activity to increase but only 38% expected to do hiring.
In addition, 31% of businesses reported that stress levels among employees were on the rise, and noted a 34% decline in workplace m
The key to talent management is not only in recruiting skilled leaders to fulfill corporate objectives, but also in retaining those skilled leaders and workers. Staff appreciation is a key factor in staff retention, with the added benefits of a motivated and inspired staff. The holidays present the perfect opportunity to show your appreciation, through holiday parties, staff bonuses or gifts. But remember, staff appreciation should take place throughout the entire year, and
At the core of Talent Management is the understanding about what motivates employees and how to attract and retain a positive, motivated workforce.
Rosabeth Moss Kanter writes in the Harvard Business review that motivation comes down to "three Ms — mastery, membership, and meaning. Money is a distant fourth. Money can even be an irritant if compensation is not adequate or fair, and compensation runs out of steam quickly as a source of sustained performance. Instead, people