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One of the core foundations of leadership is being rewarding to deal with. Asserting authority aggressively, being hyper-critical and being exceptionally demanding may seem like emerging qualities of a leader, but not only does it contradict the leadership foundation, it demotivates others and does little to ‘push people to their limits’.
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From an evolutionary perspective, it was traditionally believed that women are better at facial recognition because they need to recognize and provide for their children. The following study suggests otherwise—faces are just as important for both sexes because it offers important cues for everyone.
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Employee engagement and satisfaction are crucial for retaining talent, yet some organizational practices are causing employees to walk out the door. Here are some pointers on what not to do…
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The workforce will see an increasing number of millennials who are also singles. While family-friendly benefits such as child care leave is attractive for those who are married or have children, the move towards a system offering equal benefits to all demographics will ensure single workers are not sidelined.
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Although higher EQ is associated with better leadership outcomes, why do some leaders go on to achieve significant success despite scoring low on emotional intelligence? It may well be that they have exceptional talents to compensate for the deficit. So whether a person scores high or low in EQ, their strengths and challenges should always be considered in the larger context.
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Upbringing shapes an individual’s character, personality and attitude. Not everyone is fortunate to go through an easy childhood, but experiencing stress and setbacks in early life could contribute to resilience, adaptability, emotional intelligence, and willingness to take risks and seek rewards.
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Advocating for innovation is one thing, but implementing it is another. Few people would truly embrace the process of change and pushing forward an innovation agenda will often be met with resistance. Here are some ways to gain buy-in from those who prefer to maintain the status quo.
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A “how to succeed” list may be fun to read and share but it should be taken with a pinch of salt. The advice on these lists are often over-simplified and does not apply to a different context. While the ideas should not be dismissed entirely, it is always good to evaluate these pointers critically.
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Like an engine, our brain needs downtime too. Allowing our minds to rest, wander and simply just being imaginative could allow us to access concepts that may not seem apparent while we are at our focused state. Doing so enhances creativity, agility and decision-making.
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Emotional intelligence and mental strength form the building blocks of resilience. While one deals with the emotional aspect and the other addresses thoughts/behaviors, both are equally important in contributing to the overall quality of life.
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Employee Engagement and Employee Experience (EX) are different concepts. EX encompasses the various perceptions employees have on their every day lives at the office - from physical environment to tools & technologies that enable their productivity. With more millennials joining the workforce, investing in the latest digital technologies and R&R spaces could be a good move in attracting/retaining talent.
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Is there a downside to being charismatic? The following study measures charisma using the Hogan Development Survey. In Hogan terms, charismatic leaders tend to be more bold, mischievous, colorful and imaginative. While elevated scores on the 'charismatic cluster' could contribute to effective leadership, having too much 'charisma' could lead to the risk of derailing.
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A strong leader is often thought of as having certain qualities, expertise and experience, but if their values and those of the organisation are incompatible, it is difficult for them to drive progress and stay engaged in the long term. Therefore, good leadership is contextual and culture fit should be an essential part of the leadership equation.
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Emails constitute almost half, if not most of our communication mode at work. CC-ing certain coworkers or individuals may encourage transparency, efficiency or collaboration, but in some instances it may work against us. Knowing the organisation’s culture as well as one another’s expectations will help us to communicate diplomatically.
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Talent strategy should always be aligned to business goals, is meaningful, and reinforces a shared commitment. Beyond having a good concept of what constitutes corporate culture, organisations should always be relentless in translating their mission statements into thoughts, behaviors and actions.
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