“Going by the book” when it comes to defining innovation isn’t, in fact, innovative at all. Considering the widest range of possibilities for how innovation can be described, recognized, and rewarded is.
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Here are three “pep talks” to get yourself into a mindset that will make dealing with a difficult person more productive, or at the very least, less destructive.
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Talking too much costs us time, productivity and energy. It also costs us our credibility and our relationships. Use these three strategies to talk less and have more impact.
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What do you do if you know that negative feedback is what you need to succeed — and nobody’s talking? Stop asking for negative feedback and try one of these creative approaches instead.
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How do you give feedback that helps someone learn and improve? This strategic developmental feedback requires careful thought and insightful construction.
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While “no” is a complete sentence when it comes to responding to a request, leaders at all levels wrestle with being too passive, too aggressive, or even passive-aggressive.
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Don’t deny, defend, or dwell on negative feedback – unless you never want to improve your skills or advance your career. Here’s the right way to respond.
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Performance feedback helps, unless it makes things worse. Here are five times to skip giving feedback until you have a smarter strategy.
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Leaders need to be willing and able to address folks whose “go it alone” behaviors may be costing their team, their project, and their company.
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The hardest leaders to coach are those who won’t reflect — particularly leaders who won’t reflect on themselves.
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