In companies large and small, leaders at all levels spend a lot of time presenting things to each other. What they often don’t do, is take the time to think things through together.
Offering and receiving feedback can be taught, and it can be learned. It’s one of the most powerful things we can invest in to support any kind of growth and development.
Leaders say they want it, so how can they sustain organized maturity in the workplace?
I witnessed something very interesting a few days ago: a rapid, real-time breakdown in leadership.
You have accomplished a lot. What have you learned in the process?
You want to help others improve their performance in a way that really sticks over the long term? Create a safe environment in which people receive lots of positive reinforcement for the desired behaviors, little reinforcement of the negative kind, and feel valued for who they are and what they do.
At some point in the past, we were all beginners trying to figure out the basics.
The default working arrangements of today have crept up on us over many decades and are the result of a certain philosophy of business management.
Whether it be a debate or an argument, or a company, how you look at the world can’t help but shape how you feel, act and behave.
A team that learns is a team that grows. Very often, the best way to support this is to create the right conditions and then get out of the way.
