“But isn’t silence a sign of weakness?” my coachee asked. We were discussing a difficult meeting he had with his peers, who had pummeled him with questions for which he was unprepared. On reflection, he was very dissatisfied with his response which he felt came across as being defensive.
Recently, I facilitated a highly interactive, fun, joyous workshop for 70 people as part of a corporate Core Values Initiative. We sang, did skits, danced (even a conga line) all whilst doing some very serious and important work.
In over two decades of management consulting, I have yet to find anyone who likes performance appraisals. They cause no end of stress for both appraiser and appraisee and are dreaded by both.
How would you feel if you walked into your office one morning, a normal workday, to be greeted by your employees all over the world, hailing “You’re the Man”? That’s exactly what happened to Mark Sebba, retiring CEO of Net-A-Porter.
Many years ago, when I was the CEO of a food processing and distribution company, a line worker was caught stealing a jar of jam. I fired her. She pleaded with me that it was only one small jar, sobbing as she told me about her children, and her very poor circumstances. I was emotionally moved, and still feel a great deal of sorrow over it.
Recently, one of my clients experienced what I can only term a “catastrophic event”. A catastrophic event is one that brings a sudden end to an existing situation and usually strikes on a large scale. It is unforeseen and unplanned for and rocks the foundation of your business.
“Simple can be harder than complex. You have to work hard to get your thinking clean to make it simple. But it’s worth it in the end because once you get there, you can move mountains” – Steve Jobs
In response to my post 2 weeks ago, a VP-HR e-mailed this comment to me. She has given permission to share, but anonymously. “So true! We used to have all the managers at our monthly Managing Committee meeting.
In my conversations with CEOs and other senior leaders, I often hear frustration and disquiet with the leadership of their Human Resource function. Because my work is in strategy, they express disappointment with the role he/she is playing in the formation and execution of strategy.