Leadership Lessons from The Road, Vol. 1

Sometimes we forgot how important our communication is to other people.  It doesn’t take much to communicate where we are going, what we are going to do or how we are feeling.  We just have to be intentional about what we want to say, within the context of the other person.

Perhaps this leadership (and communication) lesson from The Road will resonate.

 

Do you have a favorite “lesson from everyday life?”  Send me your lesson and I will try to animate it for you (and give you credit).

Featured image by Jesse Collins on Unsplash

Leadership Lessons from Nebraska Football

Writer’s note: I have already seen numerous wonderful leadership lessons from the first four games, and I suspect that will continue.  This article will probably become a running commentary on what I learned during the season. Stay tuned.

My husband is a Nebraska football fan. That might just be a serious understatement.  For our 40+ years together, he anxiously awaits fall, and sits glued to the television for each and every game (unless they are losing so badly that he can’t bear to watch.) He devours every article on every move, and dissects the plays weekly with his son, another FANatic.

Back in the day, Nebraska was the pinnacle of successful college football. Over the last couple decades, not so much. They have brought in coaches, fired coaches, changed strategies, poached players, but have never revived their glory days. (more…)

Are you ready for ongoing performance management?

The past few years have put a spotlight on the one “human resource” process that is both the most important process, as well as the most hated. Everyone is jumping on the bandwagon to move from static, snapshot-based annual review to frequent two-way conversation. It’s the right time; with today’s operational and human complexities, we need to be communicating up, down and across to make sure that everyone is working toward the same end.

But this isn’t a simple “flip the switch and tell them to do it differently.”  A change such as this is major organizational change, and this kind of change needs a holistic plan, a purpose and goal, and a change process. We know the statistics: 70% of change initiatives fail (Google: 70% of change initiatives fail) (more…)