Organization results fall into three buckets: employee results, customer results, and investor results. Rising awareness of social responsibility suggests a fourth bucket: community results.
http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/07/Org-Results-What-Comes-First
After working with teams for over 20 years, I have found that team unity is the result of two very important ingredients coming together: 1) when people care about their team’s goal and 2) when people care about their teammates.
http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/07/Two-Main-Ingredients-That-Create-Team-Unity
The people in your team, your function, and your organization are living a story. It’s a dramatic journey of heroes, and it is unfolding right now. As a leader, you are the narrator, and your role is to comment on the story and help people make sense of it.
http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/07/You-Live-and-Lead-in-a-World-of-Stories
Mistakes are a part of business. This installment of Tasha’s Leadership Tips offers advice on how to repair trust when they happen.
http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/07/The-Two-Minute-Trust-Builder-the-Terri-Wanger-Rule
It is crucial that managers inspire trust if they want to achieve goals and build a healthy thriving team. Here are nine “keys” you can implement immediately to begin building (or repairing) trust in your department.
http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/07/9-Keys-to-Building-Trust-That-Boosts-Productivity
A balance of mentoring and coaching is important to overall leadership success. Both approaches used together will significantly strengthen the development of our future leaders, our organizations, and our communities
http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/07/Developing-Future-Leaders-with-Mentoring-and-Coaching
Here are some tips for being a more influential communicator, based on what behavioral psychologists know are reasons why people take action, believe certain ideas, or change their mind.
http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/07/Influencing-Your-Audience-Crafting-Messages-That-Motivate
What do you suppose a majority of professional trainers believe to be the reason professional training organizations exist? I would imagine that answers would center on the need to impart knowledge or skills. But it’s undeniable: the purpose of training is to help their organizations make money.
http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/06/Game-Theory-and-the-Advancement-of-Management-Science-Part-1
Preliminary research pinpoints what issues are creating a disconnect between company culture and politics and the innovative managers that have the potential to create value for their organizations
http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/06/Visionary-Employees-Are-Companies-Losing-Them-for-the-Wrong-Reasons
Early in my career in New York City, I attended a Dale Carnegie training program that I found very helpful. The two fellows who taught the program were amazing, and I was totally taken by their quiet confidence, poise, and ability to communicate.
http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/06/The-Golden-Rules-of-Leadership-and-Relationships