Alan Feirer Jayson and Alan focus on this rule of thumb: 80% of choices are based on emotion, not reason. How can leaders cope with this reality in others — and themselves? Related posts: Beware acting when stressed. Fear and Vision
Tabby and Alan point out that asking specifically for what you want leads to more engagement, better results, and less stress. Related posts: Specificity Clarity Communication basics
Alan demonstrates the way a frequently-moved sticky note can be a simple yet effective tool to aid your commitment to self-improvement. Related post: Sticky note idea. Another use for sticky notes to stay organized.
While most people assume that leaders are comfortable presenting, the skill set of public speaking can be a separate challenge. With Matt’s help, Alan offers simple, easy to follow pointers for leaders new to presenting. Related post: Presentation tips for new leaders.
Sometimes we work with people who are hard to read, tough to please, or simply “high maintenance.” Tabby and Alan discuss a question that we can use when we’re at the end of our rope.
p=P-i Performance equals Potential minus Interference. Jayson and Alan talk about the way this simple equation helps us decide a course of action.
Sarah and Alan have a conversation about subtle, non-patronizing ways to engage people by telling them “why.” Related posts are available: Behavior-outcome statements at Disney
When we talk about keeping things “positive,” sometimes people misinterpret this as “soft” leadership that doesn’t allow for high standards and hard work. Wrong. Positive leadership can easily keep the standards high. Positivity as an essential part of leadership. Thanks for watching — we’re still working on the tag line!
Why we NEVER “arrive” – no groove lasts forever. This time, Sarah does most of the talking. This video will help you deal with the frustration of changing circumstances.
Tabby and Alan outline the value of timely, specific feedback; in just a couple minutes, you’ll have greater insight on improving engagement on your team. Previous posts on this topic: Feedback is about the future Feedback is specific Other posts on feedback.