The difference between boss and coach in both behavior and impact is stark. Recent research done by Gallup finds that today’s workforce responds better to expectations, exhibits higher performance, and stays more engaged when they know they’re being managed by someone invested in their development.
As leaders, we owe it to ourselves and our team members to push the boundaries and engage with the art of what is possible rather than be limited by what is obvious.
As we contemplate how to best lead in 2020 and embrace a growth mindset, hindsight can be an invaluable tool in thinking about what we’ve done in 2019 and how we can learn from it.
As leaders, regardless of our environment – family, friends, work, community, etc. – one of the greatest gifts we can give to others is our belief in them. Who would benefit from knowing that we believe in them?
We all have everyday demands that pull us into tactical thinking and execution. However, as leaders, we must create the space to prioritize strategic thinking and intentional strategic activity to drive organizational performance.
Employee engagement is not simply an “HR” initiative. It is a business imperative to win the war for talent both outside and inside the company.