“Please don’t call me boss, don’t send me approvals like I’m your boss, don’t ask for approval to go on vacation…I don’t care when you work, how you work, or where you work.”
“Reading a book about management isn’t going to make you a good manager any more than a book about guitar will make you a good guitarist, but it can get you thinking about the most important concepts.”
Here are a few tips to help you be more productive today:
- The 25-hour work week, and other radical ideas for better employee productivity
- How your habits become productivity draining
- 5 smart-but-simple apps that make you happier, healthier, and more productive (really)
Have a most excellent day!
[Image: Flickr user Cindy Cornett Seigle]
“Define one or two simple high-level goals that (a) everyone can understand and (b) allow for your team to adjust tactics to achieve them.”
Here are some tips to help you rock this day:
- What to do when email is sucking away your soul.
- Why productive people stick to their strike zone.
- One way to construct better criticism.
[Image: Flickr user Michael Bentley]
We asked, you answered.
If you do a good job, you get a bonus from your boss. Not so for companies using Bonus.ly, a service that lets employees decide who among them deserves some extra cash.
How would you feel if your co-workers decided your bonus?
You’ve probably heard that a happy employee is a productive one who can boost the bottom line. But just how much?
Here are some numbers:
- 33% higher profitability (Gallup)
- 43% more productivity (Hay Group)
- 37% higher sales (Shawn Achor)
- 300% more innovation (HBR)
- 51% lower turnover (Gallup)
- 50% less safety incidents (Babcock Marine Clyde)
- 66% decrease in sick leave (Forbes)
- 125% less burnout (HBR)
Here, some tips for staying happy at work
"Nobody can do it all and some tasks are best left to the expertise of our more qualified allies. But sometimes it’s tough to recognize the difference between throwing in the towel and calling for backup. Sometimes, our egos just need a reminder that it’s okay to ask for help."
Thinkers, builders, improvers, and producers.
Innovative managers make their workplaces “habitats for creativity”—which entails a break from all the stuffy self-monitoring. That’s where humor comes in…
Here’s a sneak preview of: Crucial Tips On Delegating The Right Way, So Everyone Wins
Don’t take away the motivation to learn
If you take away the pain of failing, you also take away the big, highly personal, motivator to get it right.
[Coach Whistle: Eurobanks via Shutterstock]
Why Channeling Your Inner Weirdo Helps You Get Ahead At Work
Ogilvy & Mather exec John Manly on workplace success - “Let your freak flag fly.”
I have succeeded at five different ad agencies over the course of nearly two decades by sticking to one simple rule:
Be a freakin’ weirdo.
Weird, you question? Yes, weird. Weird is what fuels individuals in the most prolific agencies to remain the vanguards of new ideas. And despite the tendency to outfit agency halls with creative stimuli, channeling our “inner weirdo” is not a natural tendency simply instigated by odd-shaped chairs or brainstorming books. Weirdness—uncovering it, embracing it, practicing it—is one of the most difficult, yet most integral, components to success within the halls of any agency.
“Being weird, I’ve come to realize, is only weird if you don’t use it to better yourself and those around you. Weird is the spark in innovation that separates the good from the great. Weird is the muscle behind adaptability and progress. Weird makes us broader thinkers, stronger leaders, and more adventurous co-conspirators.”
Do Your Employees Trust You?
They might like you, they may even love you, but can they be sure that you’ll get the job done when the chips are down?
Why are some companies successful in implementing change while others struggle? Why can some leaders inspire people to work together effectively, while others cannot?
These questions puzzled a friend of ours, Cynthia Olmstead, who worked for many years as a business consultant. Even though her methodology and practices didn’t change, outcomes from one organization to another varied widely. What was the key factor that allowed one leader to succeed where others failed?
One day on one of her many flights from the West Coast to the East Coast, our friend had a revelation: This key factor was trust. When initiatives failed and relationships were strained, it was usually because people weren’t confident in the leader’s ability or intentions. If an initiative was taking place in a high-trust environment, it had a good chance of success. If an initiative was being implemented in a low-trust culture, its chances of success were remote.
Four aspects of trust
Satisfied that trust was the key to effective leadership, Cynthia soon found that the concept was hard to define. What was trust? How could she describe it? Did trust mean the same thing to her as it did to others? And if people didn’t have a common definition of trust, how could they ever talk about it—let alone create trust where it didn’t exist?
After countless discussions with clients, colleagues, and friends—and the creation of endless flip charts—Cynthia identified four key attributes of trust and wrote about them in a new book, Trust Works! Four Keys to Building Lasting Relationships, co-authored by Ken Blanchard and Martha Lawrence. The four attributes are:
Believable—Act with Integrity
Connected—Care about Others