Have you ever worked for an organization who had a low level employee in charge? Certainly not by title, but through his or her behavior, they virtually ran the organization. Here’s one I encountered a few years ago: An employee at a large Christian ministry was responsible for scheduling outreaches, volunteers, and equipment. The employee wasn’t a department head or on the leadership team in any way. However, the employee
I once worked with a CEO that was obsessed with the most mundane details at his company. He led a team of more than 4,000, and yet he actually supervised the writing of the payroll checks. He studied the company’s social media posts – not for their effectiveness – but he personally wanted to deal with any critics of the company. He wanted to be in low level meetings that in my opinion were a total
Leaders: I’ll bet you have someone in mind right now: If he would JUST change his working habits, he could double his productivity. If she would JUST make better decisions, her life would change. If he would value his team more, they would help him break company records. If she would take the time learn the new software, her life would be so much easier. The list goes on and on, and I see it on a regular basis. So the question becomes, Why? Why are they
My friend DeVon Franklin was the Senior Vice President of Columbia Tristar Pictures in Hollywood, and then launched his own movie production company. If you haven’t read his book “Produced by Faith” then I highly recommend it. I recently asked him his opinion of the single most important skill it takes to reach the top in the entertainment and media industry. His answer?
In many ways, the most important advantage a person has in the workplace are relationships. In the past, “networking” was about taking advantage – what other people can do for me. But today, networking is about helping other people because it’s the right thing to do. Whether you believe in God, Karma, or random chance, the truth is, when you help others achieve their dreams, they can help you achieve yours. But when it comes to the mentors and allies you have at work, here some important principles to remember:
I once consulted with an organization who’s founder was absolutely obsessed with removing conflict and strife from his team. He understood how it could undermine even the best organizations so he had zero tolerance for internal criticism, back-stabbing, or other expressions of conflict among employees. Since that time, I started
A business is in a nosedive with product sales. A nonprofit’s donor income has dropped by half. A church’s members continue to decline. All around I’m seeing organizations struggling and dreaming about the past. When that happens, what do you do? Most panic. But if you had a choice, which scenario below would you pick (or ARE you picking now?):
Years ago in Communist Russia, a visitor happened upon a group of workers with a sledgehammer clearing a field. It was tough work, hauling huge rocks, shoveling, and moving stones by hand. But the visitor noticed they were all singing as they worked. He asked one of the workers – “How can you sing while hauling rocks?” Without hesitation the worker replied: “Oh, we’re not