Working harder is not always the same as working better. When you’re overwhelmed, it’s very easy to respond by simply doing more. Start earlier. Finish later. Skip lunch. Work at the weekend. Answer emails on holiday. Tell yourself it’ll calm down soon. Except… it doesn’t. If your workload is consistently unmanageable, working longer hours just hides the problem. And if you’re the leader, you might also be teaching your team that this is what “commitment” looks like. Sometimes the answer is to s
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Working harder is not always the same as working better. When you’re overwhelmed, it’s very easy to respond by simply doing more. Start earlier. Finish later. Skip lunch. Work at the weekend. Answer emails on holiday. Tell yourself it’ll calm down soon. Except… it doesn’t. If your workload is consistently unmanageable, working longer hours just hides the problem. And if you’re the leader, you might also be teaching your team that this is what “commitment” looks like. Sometimes the answer is to s
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Ton meilleur employé ne doit pas partir avec son savoir-faire. Ton business possède-t-il réellement les compétences de ses meilleurs collaborateurs ou bénéficie-t-il simplement de leur présence ? Un collaborateur exceptionnel peut produire d’excellents résultats. Mais si ses méthodes et son savoir-faire restent uniquement dans sa tête, son départ peut faire perdre une compétence importante à l’entreprise. L’objectif : documenter les meilleures méthodes, les transformer en procédures et les trans
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Ton meilleur employé ne doit pas partir avec son savoir-faire. Ton business possède-t-il réellement les compétences de ses meilleurs collaborateurs ou bénéficie-t-il simplement de leur présence ? Un collaborateur exceptionnel peut produire d’excellents résultats. Mais si ses méthodes et son savoir-faire restent uniquement dans sa tête, son départ peut faire perdre une compétence importante à l’entreprise. L’objectif : documenter les meilleures méthodes, les transformer en procédures et les trans
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“It was only a joke.” “It was meant as a compliment.” “You’re being too sensitive.” None of these make it OK to comment on a colleague’s appearance. And if someone tells you that your comments have made them uncomfortable, the appropriate response isn’t to explain why they shouldn’t be offended. It’s to listen, take responsibility and stop doing it. Leaders also have a responsibility when they see or hear this sort of behaviour. Brushing it off as banter sends a pretty clear message about what y
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Two mindset gaps can weaken a manager’s impact. The first: focusing only on outcomes, targets, money, suppliers, cash flow, and reports—while overlooking the people and systems that create those results. The second: becoming a middleman who simply passes senior management’s pressure to the team without adding context, challenging weak decisions, removing obstacles, or improving the plan. A strong manager does more than deliver numbers. They translate strategy, protect the team, improve execution
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Your Response Is More Powerful Than the Situation #Shorts #Response #Powerful
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How to address someone who keeps testing how far they can push you like a leader, not a manager 🚨Order your 52 Say THIS, Not THAT Cards w Box. Pre-order now available for the physical box (Digital version included instantly). Order today and start shifting your language from manager to leader! 👉 Grab my popular Complete Leader Package (the Complete Leader System) with my 52 Leadership Skills Program, 200 leadership questions to spark meaningful dialogue, 52 Say THIS-Not THIS Cards, 52 Activit
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