It is nearly impossible for a person to be both a great manager and a great entrepreneur. This is because the two jobs require completely different skill sets.
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Success in any field requires a clear understanding of the most effective ways to communicate with others. Poor communication skills can not only damage your reputation but also cause your company to lose business.
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Congratulations! You’ve successfully gotten your new business off the ground and made it through the first year. Of course, the hard work isn’t finished. As you approach your second year of being in business, there are new challenges to meet and overcome.
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With so many businesses today relying on technological tools and systems, demand for professionals in science, technology, engineering and mathematics (STEM) is at an all-time high. And when giants like Google and Microsoft have the resources to make irresistible job offers, recruiting top STEM talent to work at your small tech company can seem impossible.
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To maintain long-term success, organizations have to continually adjust to consumer behavior, and the longer a business remains in operation, the more likely it is that its customers’ tastes will change.
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“What is a workplace culture and how do you get a good one?” To further that conversation, below I list 4 easy ways to make your workplace culture great. To an early career manager, it might not be immediately obvious why these strategies would work; however, to a seasoned manager, you should be able to connect the dots in the understanding of human emotion related to brand loyalty, trust, and work ethic.
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Business gurus have trumpeted the importance of workplace culture for years. Hundreds of books, if not thousands, have been written on the topic. This means that the answer to the question - “What is a workplace culture and how do you get it?”
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If you are a people leader, and if you have been for a while, then you know what it is like to lead both high-performing employees as well as low-performing employees. Below is the 9-box model I often teach my management students.
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Don’t you wish your very best of employees would simply stay with you forever? I certainly do. The truth, however, is that this is unlikely to happen. At some point, people will want to grow, change, and try a new endeavor. Does the question thus become à how can you people fulfill in their position, for as long as possible, in a way healthy for the both of you?
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When you hire an employee and expect excellence, nothing is more disappointing than to discover that you have hired a toxic person onto your team. Yet, more often, we find that people don’t hire toxic people — they inherit them. Why is that? It is because toxic people are incredibly hard to confront, more or less, to terminate. What is a good manager to do? Below I will share Lion Leadership’s advice on what to do if and, more likely when you find yourself in this situation.
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It’s normal to have people at work that you do not like. It is also normal to spin out over your distaste for these coworkers in negative ways. Yet, the question becomes, what can we do that is more pro-social and more functional for both our emotional health and our own professionalism?
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Remember that boss you had a few years ago that you despised? Remember thinking that, if only you were the boss, you would be so much better? This brings us to two important questions: First, do you think that your awful boss set out to be that way? I doubt it. After all, who has hopes and dreams of having their teams and direct reports hate them? Second, now that you are the boss, have you turned into your own worst nightmare?
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If you are watching your peers get promoted ahead of you at work, and you are getting more and more resentful of it, you need to find a way to get noticed for good reason and not for the volcanic eruption that will ensue if this continues.
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There is nothing worse than being unhappy at work, doing a job you don’t like. It is depressing, and demoralizing, and it can impact both your mental health as well as your relational health with others in your home life. Why? Because we bring home to work with us, AND we bring work problems home.
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Most ambitious, go-getting, career-climbers definitely want a promotion at all times. And it’s not just about the title and the money. It’s about the fact that they hang their self-worth on their status and accomplishments.
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You may catch yourself lately thinking about switching jobs. There is a lot going on in the world of talent management today. “The Great Resignation” is juxtaposed with many companies struggling to rehire talent to backfill positions.
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You know that entrepreneur who is great at entrepreneur-ing YET who is terrible at managing people? Every Tuesday I drive to Atlanta to run a leadership team meeting for a company that is not mine for this very reason.
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