We are willing to bet that a majority of your work meetings leave you feeling like you just lost a few hours of your life. Not every company can do walking-meetings a-la-Netflix, but there are quite a "un-comonsense" things you can do to make meetings short, to-the-point and most importantly, effective. Here are some things to try:
Isn’t it simpler to be the ice-cream seller rewarding every child than the school teacher telling them right from wrong? It is an equally tough job to be a manager when it comes to judging the performance of an individual and bringing the best out of them.
In this article, we discuss the three A’s of difficult conversations, and how you can implement them in the context of performance appraisals.
Why do some people have a specific skill set? Who do some people take to mathematics like fish to water while others struggle and suffer? Research shows that to build and master any skill, it is essential to hone that skill over time. Decision-making is no exception. The more choices you tackle, the better you get at it.
Decision-making, especially under pressing conditions, is not a skill that comes naturally to all of us.
The month of March is a time when we review our performance in the past year, which is why we have chosen ‘Decision Making' as the theme for the month to help you get a good start in April.
Delegation is an art that very often feels like abstract art! Many of us don't understand it's nuances. We know we cannot do everything by ourselves, but it just feels so much easier to take the tougher route sometimes. Not many of us are comfortable with the idea of delegation. Let’s face it- most of us despise the idea.
Negotiating and coming out feeling good often times feels like a blue moon event. Now that you know what negotiation entails, you need to know the science behind the art. How do you choose which aspects are up for discussion and which aren’t? What factors should you take into account before putting a certain variable up for discussion?
Performance Management - two words that don't bring a smile to any face in an organization. The managers, who must sit down with each team member and review the year, find it tedious. The employees, who doubt the process and its outcomes, find it redundant. The human resources folks, who must make sure this painful process is seen to completion, struggle to sell it.