Don’t Kill Creativity!

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I’ve seen many managers inadvertently kill creativity in their employees either because they are close-minded, because they are focused on sales goals, or because of their frantic efforts just to get work done by a deadline. Some neglect to remember that their greatest asset is the combined brainpower of their people!!

A great manager maximizes creativity without killing it in the process. One way to stimulate creativity is to give employees new and challenging assignments, but not so difficult they feel overwhelmed. Be sure to give them specific goals but do not dictate how they should be met. They will likely use their creativity if you give them the freedom to decide how to climb a mountain. This is an effective way to ignite the fire under some of the employees who are average performers and turn them into top performers as they will feel they are contributing to the decision-making.

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How To Institute Change

Time for Change - Ornate Clock

This article has been published in numerous trade publications.

The world has changed! That’s an understatement. No one expected the unprecedented changes that have occured in our world, in business, and in the workplace. The pandemic turned our world upside down.

As a result, companies have had to make changes to ensure survival and success.

In this environment, no business can afford to maintain the Status Quo!

One of the most challenging and important responsibilities for leaders is to institute change. Managerial calls to embrace change are often met with resistance and uncertainty. If not managed correctly, disgruntled employees, profit loss, poor performance, and unacceptable levels of customer service can be the result. Worse, people may simply leave!  Employees that have been working from home for the past year or two and are told to go back to the office is a change the majority of employees don’t want to make. Employees leaving their jobs is a harsh reality we must face.

Below are methods to help you manage change, and the transition process. [Read more…]

Millennials Were a Challenge, But Wait Until You Recruit and Lead Those Who Come Next—Are You Ready for Generation Z?

Generation Z
You’re going to need a very creative and flexible style of recruiting and leading in order to be successful with the young people who were born after the Millennials.

The members of this next generation—Generation Z—have distinctly non-Millennial ideas, interests, values, and expectations, and you need to be adaptable in your approaches in order to attract, hire, inspire, and retain them.

Going forward, everything you say and do as a leader or recruiter (or both) needs to be relevant to Gen Z. They are, after all, poised to begin making a huge impact on and contribution to the national and global economy.
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Managing Older Employees

Managing Older Employees

“I’m so much younger than the people I lead. How do I manage people who are do much older than me? Many don’t take me seriously. Some don’t say anything, but their attitude and non-verbal communication shows me how they feel.” [Read more…]

Why Employees Leave

Why Employees Leave

The cost of employee turnover is too high. You expend too much in recruiting, advertising, and training let alone the lost productivity, increased stress, and low morale that comes with frequent turnover. And triple all this if a person has been a valuable asset to your company. You simply can’t afford to lose a high contributor. [Read more…]

ESTABLISH A ZERO TOLERANCE FOR BAD BOSSES POLICY

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Bad Bosses

Why do some companies tolerate “bad-bosses?”  How can they expect their employees to come to work each day and deliver their best performance if their bosses are bad?

Bad Bosses Still Exist
There is so much talk and emphasis on leadership today and why bosses should not be “bosses” they should be leaders. Yet, in my work as a consultant on creating a high performance culture, people still tell me they are working for a bad boss. [Read more…]

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