At ASE’s Annual Summit last Wednesday we had the pleasure to hear keynote speaker, Michael Veltri, speak. He asked the audience, “What decisions are you delaying that might be holding you back?” This struck a chord with me and reminded me of one of my favorite quotes by Benjamin Franklin, “Don't put off until tomorrow what you can do today.”
Like most of my female friends and colleagues, I have not been surprised by the overwhelming response to the “Me Too” campaign. It seems as though it’s more common to be able to say, “Me Too” than to not. And I’ll admit that I can say “Me Too,” as many of my friends and colleagues have. How did this problem get so out of hand?
I recently read an article from the author of The Mythical Leader, Ron Edmondson. I found it to provide a nice checklist for leaders to review periodically to make sure they are leading, and not just maintaining.
I read an interesting statistic the other day – only 15% of employees believe that their organization always shares the challenges they are facing, and 21% say their organizations never share this information. I fail to see the benefit of not sharing an organization’s challenges with staff.
The other day I ran across an article that spoke about work spouses. I had never heard of that term so I read further. Keep in mind, several weeks ago I wrote about hugging in the workplace, which I indicated I do not do, although apparently that is a “thing” too. As I read more about it, I realized I do not have a work spouse, but thought it might have something to do with my title here.
I am the youngest of seven kids. A typical, Irish-Mexican, Catholic family. Being the youngest, one of the things I missed out on was having a babysitter. My older siblings had that task and were never very happy about it. I distinctly remember them keeping me occupied with shiny objects, so when I read an article recently on Shiny Object Syndrome in business, it caught my attention.
I have always been fascinated with emotional intelligence, in fact, I find it to be more important than IQ at times. I look for high EQ in my personal as well as my professional relationships. I think we have all encountered people with low EQ and realize it creates an unhealthy environment – whether at work or home. Recently I read an interesting article on what it looks like when someone is not emotionally intelligent. I found it interesting since I’ve often seen...
Most HR professionals would likely agree that Human Resources deserves a seat at an organization’s strategic table. But you can’t just ask for that seat, you must earn it.
I came across another great article this past week. It talked about ways to give productive feedback to your employees. Giving employee feedback seems like an obvious task for any leader, but too often there is a lack of it.
I recently read an article in Forbes that was a nice refresher on how to be an authentic leader. Although I see these articles quite frequently, I felt this one in particular was a good reminder. After the entire Uber debacle and the CEO resigning last week it’s a good time to reflect on what it takes to be a trusted, authentic leader.
I know many of you are like me and have been in the same position for years. After a while, you forget what it’s like to be in the candidate’s seat looking for employment. If you ever really want to feel what it’s like, be a juror.
I recently read an article entitled “You’re Too Focused on What You’re Focused On.” The title itself made me think for a minute and intrigued me to read further. The gist of the article is that when we are deeply focused on something, we assume the people around us are too. But this isn’t typically the case. In reality, what’s important to one person may not be of equal importance to another.
It’s that time of year, and you might be surprised that I haven’t talked about the Detroit Tigers yet. Sparky Anderson used to say that you needed 40 games before you could truly assess how a major-league team is going to do for a season. We’re approaching that point now, so the time is right to give you my take on this year’s team.
I am a card carrying worrier. In fact, I don’t remember a time in my life when I wasn’t a worrier. I’ve always thought that this was probably a negative trait versus positive trait. But then I read an article over the weekend that claims that worrying may actually be beneficial. According to Kate Sweeny, a psychology professor at the University of California, Riverside, worrying can have positive emotional effects and can prove to be motivational.
Over the weekend I read an article in the Wall Street Journal about a Michigan CEO that is known for hugging his employees. It gave me pause to think about this. I would not say I am demonstrative at work. Even though I have worked with several of my colleagues for 20+ years, I can count on one hand the number of times I have hugged someone in the office. However, outside of the office I have hugged a bit more. I guess I never have felt it was appropriate in the...