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.
More influence through assertiveness? We often want too much or just the wrong thing. Then we often leave a selfish or unfriendly impression. This goes contrary to our goal. And it does not meet people's mind anyway.
The people make up the organization. They are either fit or failing. They are either passionate or half-hearted. They are either proactive or reactive. The culture of the organization determines how good the output will be, how happy the customers are, and how open people are to challenges, crises, and visions of the future. 12 universal and actually pretty simple action items determine the engagement and ultimate energy for innovation and customer orientation. As a leader this is your encourage agenda. But be careful - ironically many executives actually are doing exactly the opposite. These should be your starting points:
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