Many leaders and experts do need and want to be agile and translate that into being flexible. As a result, they often achieve exactly the opposite of what they want. Results of unlimited flexibility are uncertainty, lack of orientation, retreat, dependency, and inaction. Agility is not the same as flexibility. It needs an absolutely predictable and clear attitude that is formed by 5 attributes:
Imagine your colleague slides a calm ball since the last promotion. Or you are much more affected by a change than another department. Or your supervisor earns a laurel wreath through your work, with which she gains the bonus and finances villa on the Costa Dorada. Or the sales colleague with the easy area has repeatedly achieved good numbers and is celebrated as the employee of the month. You know situations like this. What happens inside you when you experience them? Most people feel a kind of anger, jealousy, and envy. Unfortunately, these emotions will not lead to what would do you better psychologically. Plus you are not being paid for showing them. Hence, you better check out these 8 recommendations:
You have good ideas for the people around you? You see the mistakes of others? You know what to do? Let's go! The world needs you. Well, there is a "but". If you are open for a piece of advice, then please take this one that is timeless and usefull both at work and in private life: you need to be a good advisor. 5 basic rules for good giving good support and advice explain who to really create benefit and preserve the peace while helping.
How do you define performance? How do you assess good performance of employees and executives? Is inappropriate or bad performance accepted in your organization? What would this mean for the corporate culture? And above all: what should your executives and employees focus on to accomplish? There are 4 core categories for describing and measuring performance. Executives, coaches, personnel managers should know and hold them apart.
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