The Rise of the Social CEO
As more companies embark on the Social Enterprise journey, we’re seeing the emergence of a new type of leader: the Social CEO.
Browsing tag: marshall goldsmith
Why We Abandon Our Goals: Part One
Most New Year's resolutions seldom last through January — much less for the entire year! So what goes wrong?
2010 review: 10 articles on leadership, managing, and performance
According to BusinessWeek's Leadership trends for 2010 (February, 2010) best-in-class organizations "maintained their commitment to preparing and retaining present and future leaders." We'll probably hear more of the same at the start of 2011 though in 2011, I bet we're in for something bigger: people taking more control of their own development. In 2011, we'll hear less about what corporations are doing "for their people" and more about what "people are doing for themselves and to help the teams they're part of." Until recently, we haven't had the tools or corporate open-mindedness to easily make this happen. That's what 2011 is going to be all about. It's going to be our year!
3 social behaviors that supercharge employee performance
In my previous post I talked about how social behaviors can be used to drive employee performance. These are things that top performers and leaders do, irrespective of technology, to help engage their teams, motivate their colleagues, and continuously drive themselves forward. Why are these behaviors so effective? Because they’re natural, require a small investment [...]
3 Steps to a Totally Awesome Team (inspired by Switch)
Every manager wants to have an awesome team. Awesome is the whole package: great culture, communication, intensity, fun, learning and performance that delivers results. Getting to awesome is hard. Even worse: the advice out there on how to change your team into an awesome team is often very fuzzy. This is the kind of problem that [...]
Try Feedforward instead of Feedback
Providing feedback has long been considered to be an essential skill for leaders. As they strive to achieve the goals of the organization, employees need to know how they are doing. They need to know if their performance is in line with what their leaders expect. They need to learn what they have done well [...]
