Are you a leader that inadvertently tells people to talk all the time? Last week, we focused on how saying too much is like saying nothing at all when people talk too much and monopolize a meeting or conversation. As a leader, you may not be talking too much, but are you telling your people to talk too much because you give them all the attention? There is nothing inherently wrong with being extraverted and feeling comfortable vocalizing thoughts and opinions or being introverted and having less to say. However, it does become a problem when leaders neglect to give
Often students are afraid to ask, but when I talk to them about careers that match their talents, passions and values, I know they are wondering, well what on earth would I be doing in this job you’re describing to me? We miss the mark in exploring careers, oftentimes, because we assume that people know what they don’t know. Now what? Once you’ve made job matches and considered them through their demand in the marketplace, you have to actually learn about what you would do on a day-to-day basis in the jobs that seem like a fit for you. Your matches should lead
Leaders often have opinions and usually want them heard. They have also earned the right, so to speak, to be heard. But recently, in facilitating a management meeting for a company, I came to the keen awareness that no matter who you are, saying too much is like saying nothing at all. You see, there was one person in the group that monopolized most of the conversation. At first, he had a captive audience, but by the end of the meeting people weren’t even listening to what he had to say, some even were rolling their eyes when he went
Welcome to the July 1st, 2013 edition of the Leadership Development Carnival! We hope you enjoy these great posts from 32 of the best leadership bloggers from around the globe. Dan McCarthy from Great Leadership presents How to Overcome the 3 Organizational Barriers to Leadership Development. “Why is it that more organizations and executives don’t fully embrace the effective development of their leaders? It all comes down to 3 barriers: They either don’t understand why it’s important, how to do it, or they just won’t. This post reviews each barrier and provides tips for overcoming them.” Dana Theus from InPower Women presents Activating the
Over the last few weeks, I’ve been talking about what employers want in employees. (The 4 Cs of conscientiousness, creativity, communication, collaboration). After today, I feel like the things I talked about led me to jump to point C when I should have started at point A. Why should I be talking about these 4 Cs when most people don’t even do the basics like showing up? You see, I teach a Work Skills class at the local community college. It’s a 1 hour credit course designed to help students with resume writing, interviewing, workplace topics, etc. Basically, it’s the tactical stuff of getting a job.