VIDEO OF THE MONTH: Are You a Giver or a Taker?
In every workplace, there are three basic kinds of people: Givers, Takers and Matchers.
Organizational psychologist Adam Grant breaks down these personalities and offers simple
strategies to promote a culture of generosity and keep self-serving employees from taking more than their share.
Adam Grant has spent years studying relationships at work, and specifically how Givers, Takers, and Matchers fare in the workplace. Across all areas of business, he's found that givers are both the highest and lowest rated populations. He makes the case that nice guys can finish first and "giving" more in the workplace can lead to long term success.
ARTICLE OF THE MONTH: Leadership In Today's Workplace
When you focus not only on the "what" of what it takes to be a successful leader but also on the "how", you will see your sphere of influence grow and your career soar.
Most people equate leadership with a specific position or job title. But you need more then a title on the door to have followers. True leadership is the ability to influence people to achieve a better result for an organization or group as a whole. The most effective leaders have a strong sense of self; they understand the qualities that make other people want to follow them. They also know how to adjust those qualities when circumstances require them to do so. The most effective leaders are those who:
- Know their own strengths and limitations
- Create and effectively communicate a positive, realistic vision
- Motivate and inspire followers to reach their potential
- Look beyond their own self-interest and encourage others to do the same
- Anticipate and manage conflicts fairly and objectively
- Exhibit self-confidence
- Respect and maintain personal organizational values
- Are fair, reasonable, and compassionate
- Instill trust
- Behave consistently
These leaders develop and articulate reasonable goals and hold people (including themselves) accountable. They are prepared to make difficult decisions and balance the sensitivity of individual needs with organizational needs. Employees not only recognize their power and authority, but they accept it and follow these trusted leaders willingly.
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