Conversations are Crucial for Success

Three of the most requested topics for organizational training are communication, team building, and dealing with difficult people. All three require conversations, but few people understand the power of conversations.

Communication in the workplace continues to be a topic that everyone is interested in because it is vital for success. I recently wrote on the topic of having crucial conversations. This week, we look at "Conversational Intelligence." Everything begins with a conversation.

"To get to the next level of greatness depends on the quality of the culture, which depends on the quality of the relationships, which depends on the quality of the conversations.
Everything happens through conversation."

~Judith E. Glaser~

BR: 5 Gears: How to be Present and Productive When There is Never Enough Time

What would it be worth to your organization to find a way where employs could function together better, be more productive, and people could connect better?  àPriceless!!

Have you ever been focused on a major project or trying to beat a deadline when some one comes into your work space and wants to visit? Or have you been in a social environment and a fellow worker wants to talk shop? Wouldn't it be great if there was a way to get in sync with others at work? 

Jeremie Kubicek and Steve Cockram wrote 5 Gears: How to be Present and Productive When There is Never Enough Time to shed light on workplace behavior that hinders a companies relationships and efficiency. This book has been called "a game changer" by many people. In fact, that was what I thought when I first heard about this book.

How to develop your talent?

There is a movement by Human Resources departments to hire the most talented people. Many people will be left behind if they do not understand what these hiring professionals are looking for in their applicants. They are looking for talent.

"If I were running a company today, I would have one priority above all others; to acquire as many of the best people in the world."

~~Jim Collins~~

author of "Good to Great"

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It's a Thing: Force Field Analysis

"It's a thing" is a series that highlights concepts that employers and managers use and sometimes evaluate employees with that the average employee may not be aware.

FORCE FIELD ANALYSIS was developed by Kurt Lewin as a tool for understanding what is needed for change to occur. Force field analysis can be applied to organizational change or individual change. 

The concept is quite easy to understand and apply. For any change to occur, there are two kinds of forces at work--driving forces (DF) and resisting forces (RF) (also called restraining or hindering forces). DF are the forces that are attempting to make the change and RF are at work hindering the change.

BR: How to be happy at work!

Life is too short to be unhappy at work!

Far too many people spend year after year at a job that leaves them unhappy and unfulfilled. This is not fair to them, their families, and fellow employers. Annie McKee wrote How to be Happy at Work: The Power of Purpose, Hope, and Friendship for Harvard Business Review Press (2017).

I want your suggestions!!

This blog was started to give employees information that will help them become good employees. Many articles outline the current War for Talent being waged by the more progressive companies because they realize that the success and continual growth of their companies rely upon their talented employees.

C. Moller coined the term EMPLOYEESHIP to describe the Swedish/Scandinavian work culture. However, the term should also apply to North American culture to a degree. Employeeship describes the give-and-take relationship of the employer and employee relationship.

Good Employees are Intrapreneurial

Intrapreneurship is acting like an entrepreneur within an organization. 

Intrapreneurship is a fairly new concept. "Intra" means "on the inside," therefore an intrapreneur is an entrepreneur on the inside of a company. Intraprenuers are usually highly self-motivated, proactive and action-oriented people who are comfortable with taking the initiative, within the boundaries of an organization, in pursuit of an innovative product or service. The intrapreneur has the comfort of knowing that failure does not have a personal cost as it does for an entrepreneur, since the organization absorbs losses arising from failure.