Rejoicing in redundancy
Tag: development
Don’t quit
Are you the victim of office gossip? Ten Hot Tips to assist with constructive confrontation
The focus of a recent coaching session with one of my protégés was the treatment of her by two other colleagues, who had been allegedly spreading rumours about her perceived extra-curricular relationship with a senior member of staff.
Naturally, my protégé was terrified of confronting the situation. In fact, I believe most people don’t confront issues that are bothering them, for fear of retribution or worsening the situation. So people go on to tolerate unfair and unreasonable treatment, which, in truth, can negatively affect someone’s reputation, performance, self-esteem and consequently, life in general. Continue reading
Are you an aspiring leader? Three questions to regularly ask yourself early on in your leadership journey
After a month away from the office and travelling around Canada, and back to Australia, it got me thinking about the presence of leadership in all of our travels. And we all travel. It may be to the store, it may be to another town or it may be to the other side of the globe, but one consistent thing across town, borders and continents is the importance of leadership. From the grocery store, to political parties, to your school, university or workplace, it is leadership (good and bad) that is ever-present and what mostly drives us to want to succeed.
Leadership doesn’t necessarily come naturally to people who are in positions of managing other people, and people are promoted to leadership roles on the basis of their technical skills, rather than on their leadership skills, all the time. If you’re an aspiring leader, here are three questions to ask yourself daily – that you must answer “yes” to daily – in order to provide a solid foundation and boost your chances of early success, as you travel through towns, industries and even borders in your leadership journey:
Are your goals setting you up for success?
Workplace goals exist to move the business forward in line with the organisation’s vision and strategy. They can come in varied forms but the SMART acronym (the letters of which have many interchangeable versions with the same idea) is one basis often used to assist with goal creation and setting. Generally, your SMART goals will be set for you either by direction from your leader, or collaboratively, in line with what the business wants to achieve. But what about what you want to achieve?
HR HOT TIPS 