These are some of the talent shortage strategies that I'm seeing organizations use with mixed results.
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These are some of the talent shortage strategies that I'm seeing organizations use with mixed results.
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I wanted to do a quick check-in on mental clarity and focus. It's something that we all struggle with in this digitized age where distractions are coming from everywhere.
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I want to touch again on the work-from-home policies that companies are playing with and toying with.
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I was asked recently by a colleague just for a general sort of state of the state in terms of executive mental health.
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People are bouncing around a lot in jobs. They're considering leaving careers and doing something completely different. And that's been interesting for me because I have not seen that trend historically, in my practice at least.
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So one of the things that they've been trying, and they've tried everything, I don't think I've seen a leader be this creative in trying to get talent in the door with mixed results, I'll be honest.
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I just want to talk super briefly today. This is straight from my case files right now. I'm seeing a lot about how you can't expect more out of an under-resourced business.
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I want to talk today about the ups and downs that come with taking a sabbatical. There are many things I have realized since starting mine, and I wish I had considered them sooner.
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I want to talk today about the pros and cons to working from home in today’s world. There are many benefits, but are employees missing key opportunities?
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I want to talk today about being humble and honest even when in a new roll. This leads to much stronger relationships and makes you appear much more trustworthy.
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It is important to be specific when giving advice. Don’t just focus on what is wrong, talk about specific steps to solve the problem.
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I want to talk about how people can focus on keeping their mental battery charged. Because the tasks that we are performing may not be aligned with our bandwidth.
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I want to talk today about the context that we set for other people when we are trying to help them learn new skills. Because the way that we set the context for learning affects how people can or cannot learn.
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I want to talk today about cultural ceilings. A cultural ceiling is not a glass ceiling, but it feels about the same when you’re hitting one. A cultural ceiling usually occurs when a leader is brought in to instigate significant change in an organization, and they find that they hit a wall of resistance throughout the organization that is too cumbersome for them to overcome.
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When leaders take new roles in new organizations, it’s natural for them to assess their current team to see which members are going to be on board for their charter and which team members may just not be an appropriate fit for their charter and that’s totally normal and natural. But, there are a few things to watch out for.
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I want to talk quickly today about one of the biggest mistakes that I see leaders make when they assume a new role. There are a lot of possible mistakes, but this one is the most devastating.
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I want to talk today about a collapsed distinction that I think many Type A people have, and it’s the collapsed distinction between failure and changing your mind. And here’s how I think that this works.
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The session I’m going to talk about today is one of the first that I can remember where at the end I was like, “I’ve got nothing else for you to think about that you haven’t tried”. So, here’s the situation, and here’s where I’d love to do some crowdsourcing.
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I want to talk today about apathy. Some of this might be funny, but some of it’s truly sad. I think both of those things are a reality when it comes to apathy right now.
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