A state of self-determination yields the full passion and whole-hearted efforts of people.
Unfortunately the majority of employees today say they are not satisfied at work — with loneliness, disengagement and burnout far too common. Sadly, we have to accept that many employees only feel alive and happy once they have left work for the day.
Thankfully though, there has never been as much management attention given towards the traditional goal of improving team performance, but also on how to enhance employee physical, mental, and social health. …
For the most important decisions, you should choose Maximizing. For almost anything else, the choice should be to use Satisficing.
People make a huge number of decisions every day. Most are minor and made intuitively and spontaneously, almost automatically— what to wear, should I go for lunch now or in ten minutes? However, some decisions we make are much more important, and take real thought. Especially when applied to a decision made in a business setting.
Traditionally a decision has been seen as a way to identify the option that promises the highest benefit or utility (the rational choice theory). However, many feel that can be unrealistic to achieve, and that people operate with two modes of decision making — something made famous by Kahneman in Thinking, Fast and Slow or Bezos in one of his open letters. …
It takes just four steps for feedback to be a success. Arming yourself with that know-how is essential for you to become really great at giving feedback.
This four step model is a synthesis of recent research and thinking (see Further Reading) aligned to some of my own experience.
Based on the above, feedback has four steps:
You approach these steps as stage gates: tackle each in order, stop at each until you are confident it has been totally addressed, and cycle back to the top if you realise at any point the process is stuck.
Reception -> Recognition -> Acceptance ->…
people’s instinct can be to change the information rather than change themselves
Being aware of the most significant, and damaging, responses to feedback is vital. Successful leaders learn to recognise these patterns, prepare themselves and others, and avoid getting hung up on them so they can better lead with empathy rather than blame.
This blog is a quick-fire review of five such responses. Each looking at why they occur, what to look for, and some general advice and tips on how to manage them when you do come across them.
Receiving feedback can be a deeply psychological experience, and as such there are common and recognisable human responses, all of which, in some way are used to protect the inner self. …