Five Blogs of Note for the Week Ending September 27, 2013
Continuing in my new tradition, here are quotes from 5 blogs that got my attention this week.
I don’t benefit from reposting any of these posts. Sometimes, I don’t even know the writer. However, I do read and personally grow my knowledge by reading posts that challenge my thinking and get me to think outside my old paradigm.
It’s not important that you agree with any of these writers. It’s only important that you think.
I hope you will find some new sources of inspiration with these posts.
Here’s the next group of 5 in the series:
People Skills: Why Aren’t You? Why Not?
People Skills: Sidestep the Why Aren’t You Trap!
Why Aren’t You …
is one such troublesome phrase.
Words matter — regardless of intentions — so we must always choose wisely.
Why aren’t you and its cousin, why not, project … a presumptuous, arrogant, patronizing, sometimes dictatorial tone.
This can turn into a people skills disaster. The negative words suggest to others that we question their logic and good sense. It communicates that we expect them to justify or defend what they are doing. Even with positive intentions, why aren’t you, reflects disapproval or even a bit of disdain.
Training vs. Trying
Over the last couple of weeks, I’ve been reminded again about the value of training. My family and I just returned from trekking in Peru. For several reasons, I was unable to train like I have for previous trips. As the trip approached, I made a classic error that transcends the outdoor adventure world: In the absence of training, I assumed I would just try harder.
As we began to climb on our first day, I was quickly reminded that trying is no substitute for training. As a guy who’s been in the training field for many years, I probably should have given this more thought. But, as we hiked for six days to an elevation of over 15,000 feet, I had plenty of time to think.
Why does training matter? Here’s my most recent thinking…
The Social Workplace: Nowhere To Hide
“A lack of transparency results in distrust and a deep sense of insecurity.”
Excellent point. But the Dalai Lama’s quote begs another question: In the social workplace, how much transparency is too much? Moreover, what does “privacy” really mean today, for employees as well as employers?
Obviously, there are no simple answers. And best practices only continue to shift, as social tools and conventions evolve. However, this issue affects everyone in the world of work. So that’s why TalentCulture invited a social-media-savvy HR attorney to help our community explore these issues at this week’s #TChat forums. We were thrilled to welcome Mary Wright, former General Counsel at employment litigation firm Ogletree Deakins, and founding Editor of HR Gazette, a daily online newspaper for HR professionals and employment lawyers.
The Secret Ingredient to Great Content
We have already established that it is not enough to have great content. You have to have enough of it to make an impact in the markets and audiences you serve. And it needs to reach your But first things first, right? So what is the secret ingredient to great content?
4 Steps for Cultural Change
Many people make the assumption that a bad culture is a direct result of bad leadership, which I have been guilty of doing as well. There is an inextricable link between leadership and culture. I do, however, want to point out an often overlooked distinction about leadership. There is bad leadership and then there is uninformed – or ignorant – leadership. A bad culture can develop from either one.
There are plenty of blog posts out there talking about bad leadership. What it is. What to do differently. I want to talk about uninformed leadership. It has nothing to do with ability, education or even experience. Sometimes it’s simply not seeing the REAL cause of a problem because you are too close to it. Period. It happens to all of us in some area of our lives or another and when someone else points out the solution we have the proverbial “a-ha” moment.
The Transformational Leadership Strategist