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Add You - Do You Use Sea Gull Management?
Online trading journals have a distinct advantage over printed materials. The stock market is a volatile mechanism that changes on a minute-by-minute basis. To understand it, you must understand how historical da
For over 30 years, I have consulted with hundreds of organizations in a variety of industries worldwide. Would you be interested to know what I have learned as one of the most common critical mis
How many times have you seen a promotion elevate a person’s sense of themselves far beyond what seems warranted? Or are you familiar with the individual who constantly finds fault with the efforts of others as a
Let me give you a scenario. The typical manager flies into the department, rapidly flapping his wings while squawking loudly enough to hear it in the next building. He then squat shakes his butt, craps all over his employees and flies out of the department. For those of you with less vivid imaginations, it is when a manager delivers only bad news, never praise or positive feedback or recognition.
Ever worked for someone with this approach to management? De-motivating wasn’t it? Many managers just don’t get it. Most employees would like to be effective, do a good job and get their work done on time and right. Problem is, many organizations sabotage employee performance top-down and refuse to look in the mirror to determine the cause of this situation.
For over 30 years, I have consulted with hundreds of organizations in a variety of industries worldwide. Would you be interested to know what I have learned as one of the most common critical mis
There are several reasons why people succeed in the world. Some people work really hard, others have had luck. However, there is a group of people who have succeeded beyond their wildest dreams because they saw a
Ever worked for someone with this approach to management? De-motivating wasn’t it? Many managers just don’t get it. Most employees would like to be effective, do a good job and get their work done on time and right. Problem is, many organizations sabotage employee performance top-down and refuse to look in the mirror to determine the cause of this situation.
For over 30 years, I have consulted with hundreds of organizations in a variety of industries worldwide. Would you be interested to know what I have learned as one of the most common critical mis
I have on my desk a direct mail fundraising appeal from a hospital that I once supported with a donation. I gave them a gift of $20 as an experiment, to see how, and how often, they would write back.Across
Ever worked for someone with this approach to management? De-motivating wasn’t it? Many managers just don’t get it. Most employees would like to be effective, do a good job and get their work done on time and right. Problem is, many organizations sabotage employee performance top-down and refuse to look in the mirror to determine the cause of this situation.
For over 30 years, I have consulted with hundreds of organizations in a variety of industries worldwide. Would you be interested to know what I have learned as one of the most common critical mis
I have two buddies that hunt, Jeremy and Jeff. They get up at the crack of dawn and trek out into the Arizona desert to shoot some animals. I am not a hunter and have a better chance of bring struck by lightning
For over 30 years, I have consulted with hundreds of organizations in a variety of industries worldwide. Would you be interested to know what I have learned as one of the most common critical mis
Do you know you can open, answer, close and report help desk information without human intervention?Automation is a powerful feature provided by most enterprise level help desk products; however, most orga
For over 30 years, I have consulted with hundreds of organizations in a variety of industries worldwide. Would you be interested to know what I have learned as one of the most common critical mistakes managers make every day? …Too little positive feedback and recognition, and poorly delivered negative feedback or discipline.
You get the behavior you reward. Behavior reinforced is behavior repeated. What goes around comes around. Doesn’t matter how you say it, the result is always the same. If you don’t like the behavior you are getting, don’t just look at your employees, but look at your management style, corporate culture and communication patterns to determine where part of the problem lies.
Remember: You will get more of the behavior you want with positive feedback – than by only giving negative feedback.
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