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  • feedwordpress 09:00:38 on 2020/01/16 Permalink
    Tags: Appreciation, , , , , , ,   

    The Best Ways to Show Care To The People On Your Team 


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    Studies confirm what common sense tells us: people who are feel cared for at work are more engaged and effective. They’re happier, more positive and productive, and less likely to leave. Caring for the people who report to you doesn’t just make you a better boss—it has a positive effect on your entire organization, including the bottom line.

    Here are some proven ways to show you care:

    Be accepting. When people tell you something, they’re often looking for understanding instead of answers. Try to listen without judging. Open your mind and make hearing their point of view your only goal, then let them know they were heard by repeating and summarizing what was said. Don’t offer advice or solutions unless you’re sure they want to hear them.

    Be interested. Without being intrusive, make a point of talking with people on your team about things in their life that aren’t related to work. Get to know their hobbies and interests, the things they’re passionate about, how they like to spend their time. There’s a good chance that you’ll discover some points of connection.

    Be a good listener. Too many bosses are marginal listeners. They may be action oriented, impatient or rushed, but they’re more apt to cut someone off mid-sentence or finish their thought for them than to truly listen. Whatever the reason, they come off as cold and uncaring. Always take the time to listen to your people.

    Keep people informed. An important part of leadership is sharing the information people need to do their job well, to understand what’s happening in the organization and industry, and to maintain a broad perspective on the work their doing and its purpose. People who are well-informed feel valued.

    Express concern. When someone comes to you with a problem, show sincere concern. Offer any assistance that’s appropriate, but make sure when you do you’re not taking over, stepping on their autonomy or questioning their ability to solve the problem themselves.

    Show your appreciation. People work hard, and one of the best ways to show them you care is by simply expressing appreciation for the things they do. Whether it takes the form of a big celebration, a public shout-out, a personal note or even a quick “way to go” in the hallway, let people know you value their contribution to the team.

    Provide opportunities. Finding new opportunities for your direct reports to grow and learn is a great way to show them that you have their back. Set up lunch-and-learn sessions, provide professional memberships and development opportunities, and pair people up for cross-training in a new area they’d like to learn more about.

    Exhibit trust. Showing trust in your direct reports means you respect them and have faith in their judgment and work without micromanaging.

    Lead from within: If you want to show the people on your team you care, make sure you are the best leader you can be and that those who report to you have everything they need to be successful.


    #1 N A T I O N A L   B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: istockphoto

    The post The Best Ways to Show Care To The People On Your Team appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:44 on 2019/11/26 Permalink
    Tags: Appreciation, , , , , , , , , , ,   

    How to Make Every Day Employee Appreciation Day 


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    Many of the organizations where I coach hold an annual employee appreciation day. The leadership team presents employees who have had significant accomplishments or anniversaries with some form of recognition. Then they say something about how important every member of the team is and go back to their offices, satisfied that they’ve taken care of employee appreciation for another year.

    To be honest, it’s a horrible idea. Showing appreciation is good, but showing it only once a year is a problem. I believe employee appreciation should happen every day.

    When was the last time you told your hard-working team that they’re doing a good job and that you appreciate them? If you have to think about it too much, you’re not appreciating them enough.

    If you want your best employees to stay, your cost of staff turnover to be low, and your leadership to thrive, you need to show appreciation—not with a few trite phrases of gratitude at an annual event, but with daily expressions of how much you value them. To help you get started, here are 25 ways to show your appreciation and gratitude:

    Make a drive-by connection. One of the best ways to let people know you value them is to make a spontaneous stop by their office or desk and just ask, “How are you?”

    Treat feedback as a gift. Feedback is important. To be effective, though, it should never be treated as criticism but as a gift, where the person understands you are telling them something because you care about them.

    Give an ambassadorship. Invite an employee to represent your department or organization at an event they typically wouldn’t have a chance to attend.

    Encourage special projects. Give people an opportunity to work on special projects beyond their regular responsibilities and help them achieve success.

    Have a “cheers from peers” time. Give people a chance to call out positive things about others who are doing great work, building camaraderie and bringing outstanding performance to your attention—and everyone else’s.

    Extend an invitation. Invite your top performer to join your executive team meeting to meet senior leadership and open a new perspective.

    Establish mentorship. Arranging mentors for interested employees shows your investment in their success.

    Ask for ideas and opinions. Appreciation isn’t just a reward system. It should be built into the organizational culture. One way to do that is to give your employees real choices and actual voices.

    Write a note. Send handwritten notes—not an email— telling people that you appreciate them and thanking them for their work.

    Broadcast your thanks. Send a companywide email praising your employees for a job well done.

    Be specific. Don’t just say “thank you for all you do”—let people know exactly what you appreciate about them. Be as specific and detailed as possible.

    Host a lunch and learn. Give people a chance to spend time together informally and learn about something of interest that isn’t necessarily related to work.

    Encourage continuing education. Send people to classes and seminars, help with tuition (or pay it completely)—when you help people keep learning you help them advance their careers.

    Invest in their health. Make it clear that you want your employees to take care of themselves, in and out of the workplace. Consider gym memberships, step challenges, healthy snacks.

    Let them have a say. Create an employee survey to learn how people would most like to be recognized and appreciated.

    Renovate your break room. Make it a welcoming place to truly get away from work and refresh.

    Personalize recognition. Find out what people like, learn their interests and hobbies, and provide recognition in a way that benefits them personally.

    Remember their birthday. Give employees a day off they can use on their birthday or whenever they want.

    Recognize work anniversaries. Reward people who stay with the company and provide public recognition.

    Hand out gift cards. One of my clients hands out gift cards, and their employees truly appreciate it.

    Write it up. Feature your employees’ success stories in your company newsletter or blog.

    Send a video. Create an appreciation video for your employee with a thank-you message from your CEO.

    Give a social media shout-out. Post photos of your employees on social media and brag about their achievements. Don’t forget to tag them!

    Bring on the food trucks. it’s a fun perk that breaks up the usual brown-bag lunch.

    Give tickets for an exclusive event. Reward your employees with hard-to-obtain tickets.

    Some leaders take for granted that employees are there to do the work tasked to them, and think that because it is expected, there is no need for a thank you that is far from true.

    If you want to keep your employees happy, engaged and productive, you need to let them know that their hard work is recognized and appreciated—not just once a year, but every day.

    Lead from within: Employee recognition is the foundation of employee satisfaction and leadership gratification.


    #1  N A T I O N A L   B E S T S E L L E R

    The Leadership Gap: What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStockPhotos

    The post How to Make Every Day Employee Appreciation Day appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:45 on 2018/09/18 Permalink
    Tags: Appreciation, , , Important, , , , ,   

    10 Ways to Make Your Team Feel Appreciated and Important 


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    Whatever we learned about leadership even a decade ago is outdated. Under the old model, leaders made all the decisions and the rest of the team went along.

    Today the concept of employee empowerment is changing the game. Giving front-line employees the authority to make decisions once reserved only for managers and leaders brings them a sense of ownership and gives consumers the experience of a responsive, caring organization.

    Here are some ways to make your team feel appreciated and important under the new model:

    Offer them safety. People will entrust their future only to someone they consider reliable; they want to know they can count on someone trustworthy, someone who will have their back when things go wrong . if you want to empower your people make them feel safe.

    Speak with kindness. It takes wisdom and determination to lead others not through power and authority but by inspiring and motivating them with words that are both truthful and kind. Kindness makes anyone feel valued and respected.

    Accept them for who they are. We have an all-too-human inclination to judge others, and overcoming it can be difficult. But the best leaders are those who don’t judge but unconditionally accept others, with all their strengths and weaknesses. It’s an approach that raises people’s self-esteem, reinforces their self-image and makes them enthusiastic members of the team.

    Demonstrate that you trust them.  Let them make decisions that matter and can impact the company. Verbal appreciation is important, and bonuses and other perks are always welcome—but ultimately, showing someone that you trust their opinion and expertise is the most valuable form of appreciation you can give.

    Be available and accessible. Adopting an open-door policy shows that you care about your team by being available and accessible enough that  they can always come to you with their input and insights. Let them know their opinions are valued and appreciated. Whether you regularly walk around or simply leave your door open, show your team that you’re there for them.

    Appreciate their efforts. Many leaders appreciate people for obtaining results, but the best kind of leader appreciates people for their effort. Letting your team know they’re doing a great job will not only ensure they continue to produce high-quality work but also increase their satisfaction.

    If you want to speed processes and still produce quality materials and services, focus on making your team feel appreciated and important. In return, they will reward you with hard work and loyalty.

    Lead from within: Leadership at its core can make or break teams. As a leader, you have the power to make people feel important and appreciated or overlooked and ungrateful. It’s your choice.

     


     

    N A T I O N A L   B E S T S E L L E R
    The Leadership Gap: What Gets Between You and Your Greatness

    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: Getty Images

    The post 10 Ways to Make Your Team Feel Appreciated and Important appeared first on Lolly Daskal.

     
  • feedwordpress 18:30:52 on 2018/06/10 Permalink
    Tags: Appreciation, , , Employee, , , , ,   

    61 Ways to Get Your Employees Super Engaged 


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    Employee engagement is a concept that is getting a lot of attention lately. But there are good reasons that it’s worth paying attention to:

    • Highly engaged employees outperform their disengaged colleagues by 20 to 28 percent. (The Conference Board)
    • Engaged employees generate 40 percent more revenue than disengaged ones. (Hay Group)
    • Of those who are highly engaged, 68 percent believe they can impact costs in their job or unit, versus 19 percent of the disengaged.
    • Engaged employees take an average of nearly 60 percent fewer sick days per year than disengaged employees. (Gallup)
    • Engaged employees are 87 percent less likely to leave the organization than the disengaged. (Corporate Leadership Council)

    Employee engagement makes a real difference–in profits, in productivity, and in results. If you’re not sure how to build employee engagement, here are 61 ideas you can try”

    1. Align your company with a purpose. It’s important to align your company with an overall purpose. Don’t focus on what you do, but why you do it.

    2. Give them a compelling vision. Make sure people have something that they can resonate with, something that moves them.

    3. Have a plan. Make sure that your company has clearly defined goals and that people know the strategic plan.

    4. Value your values. Createvalues for your organization and makesure your decisions reflect and support those values. If there is a conflict, pursue the alternatives that are a better match with your stated values.

    5. Make sure you walk the walk. Earn the right to hold others accountable to high standards by meeting them yourself. Rank may have its privileges–but never when it comes to lapses in integrity or values-based behavior.

    6. Clarify your expectations. Define standards for both individual and team performance and behavior and clarify what they can expect from you in terms of tools, training, coaching and support.

    7. Be dependable and deliver on your promises. Keep a record of your commitments. Check it periodically and make sure you follow through on your word.

    8. Connect employees to the big picture. Your company has undoubtedly recorded its vision and goals for the year. Why not show employees exactly how their jobs advance the vision? Let them know they are an important part of the big picture.

    9. Give autonomy in how people get their jobs done. The more control and influence employees have in accomplishing their specific job responsibilities, the more trust and confidence they feel their leader has in them.

    10. Value people’s ideas and thoughts. Show that you value the ideas and opinions of team members, especially those that support organizational values.

    11. Make them into experts. Help every single team member become an expert at something job-related. Arrange for training, coaching or certification on equipment, software, processes, etc. Then make up an Expert Directory that lists people and their special skills and distribute it throughout your organization.

    12. Build trust.An overbearing leader who is constantly micromanaging is one of the fastest ways to create disengagement. Trust your employees to accomplish the work you give them without checking up every few minutes.

    13. Catch people doing it right. “Catch” people doing something exceptionally well or going out of their way. Pay attention to team members who act in sync with organizational values. Then reinforce these behaviors by providing recognition or a positive comment.

    14. Make them part of the message. Make sure your employees realize they are an important part of the message and that each one of them matters.

    15. Make emotional intelligence part of your culture.Show that you value not only hard technical skills but also how people interact with each other. Soft skills are just as important as hard skills. Make emotional intelligence part of your culture.

    16. Create a common language. Clearly define key terms and use language that effectively and efficiently communicates goals and plans. Compare your staff’s definitions of common terms and make any adjustments you need to have a common language for your communication.

    17. Create a roadmap to achieve professional goals. Find out your team members’ goals and help them keep on track by creating a roadmap to get them to that next promotion or to acquire the skills they want to achieve.

    18. Treat them the way you want to be treated. Implement the golden rule and tell them why it’s so important

    19. Provide access to information. if you want your employees to be involved and committed, ensure that they have access to all the information they need.

    20. Celebrate personal wins. When someone on your team hits their target or reaches a goal, make it a win. Allow everyone to celebrate with a little fun.

    21. Give credit where credit is due. If you adopt employees’ ideas and suggestions, be sure you give them credit.

    22. Involve employees in long-term projects. Get employeesfrom different units to tackle long-term projects that involve responsibilities outside of their typical scope of work. Not only will they get to know people they don’t work with on a day-to-day basis, they’ll pick up skills from one another as they work on important projects.

    23. Reward the effort. Not every opportunity will equal success. Make a habit of rewarding the effort, not necessarily the results. Show that you appreciate hard work and risk-taking even in failure.

    24. Give employees more responsibility, not just more tasks. Entrust your staff with an important project and allow them to take ownership of it. Make sure they know its importance to the organization’s success, and trust them to find a way to get it done.

    25. Don’t shoot messengers. Avoid coming down on team members who have to inform others of problems or setbacks. Making employees feel bad for keeping people informed is not the way to enhance their engagement. Ignorance may be bliss, but the price is high.

    26. Let someone else lead weekly meetings. Allowing someone else to take the lead will not only increase engagement but help people step in to their leadership.

    27. Don’t let them burn out. Emphasize the importance of work and life integration. Let people know it matters to have both.Consider allowing work from home scenario, flexible hours, and other accommodations.

    28. Stand beside them.Be the kind of leader who stands beside your people. Show them that you care and that you’re proud of them.

    29. Encourage volunteerism. Show your commitment to community and social responsibility by giving your employees a couple of hours each month to get out of the office and participate in community service.

    30. Encourage humor and laughter. Studies have shown that humor can lighten the pressures and stresses of work life. But remember, never have fun at someone else’s expense

    31. Create Monday motivation. Find inspirational quotes or motivational columns on Inc. and send them to your team on Monday mornings. It’s a simple way to get people going on a day that’s typically slow to start.

    32. Dispose of the cubicles. Cubicles are quickly dying out, and for good reason–most people despise them. Replace cubicles with spacious open desks that are more comfortable and promote collaboration.

    33. Allow employees to move laterally within the organization. There are times when employees are still trying to figuring out their career path. If a member of your team finds something else at your company that they’re passionate about and want to pursue, create a roadmap to get them there.

    34. Celebrate your team. Hold celebrations after crunch times or to mark the achievement of a difficult goal or project.

    35. Build a learning culture. Create opportunities for team members to learn, grow, and expand their skills and experience. Demonstrate that you and the organization expect employees to learn and grow and develop.

    36. Start a learning center. Develop your organization’s learning culture and build employee engagement by asking them to select books, videos, or programs that are related to your work. Pick a day where everyone gathers to discuss the item and what they’ve learned.

    37. Groom people to be leaders. Be sure that all the training you provide (or arrange for) not only teaches the mechanics of the job, but also focuses on doing the work in value-driven ways. Let people know you are looking for people to step into their leadership and that your organization is looking for leaders.

    38. Create communities of purpose. Create groups centered around a purpose-driven intiatives to make what people do at work bigger than their daily activities. Look for ways to align shared values and collaboration.

    39. Be transparent in communication. Be sure that instructions and other communications are as clear as possible. Engage in transparency, honesty and concise communication.

    40. Ask for feedback. Encourage employees to tell you what they think. If you’re concerned that they might feel unsafe, create an anonymous survey or a suggestion box that someone else handles.

    41. Always act on feedback. Let people know you how you have considered their suggestions and what you’re doing differently as a result. While some of their wishes might be difficult to act on, send updates explaining the progress you’ve made toward addressing their concerns, Not acting on employee feedback will kill employee engagement.

    42. Start a newsletter. Think of interesting topics to keep people in the loop. Instead of having the usual suspects, like Human Resources, send it, form a committee of employees who want to collaborate. Give them a chance to share what they find important.

    43. Praise in public. When you learn about someone’s achievement, go over and personally congratulate them, and let others know of their achievement. It will mean a lot to that person, and it will help create a culture of where employees feel recognized.

    44. Recognize each other. Praise and appreciation don’t always have to come from the boss. Encourage team members to recognize each other with a personal note, a posted note in the office, or a quick “congrats.”

    45. Establish problem-solving meetings.Schedule meetings where you reveal a big problem and let employees take a crack at explaining how they would solve it. when you make employees part of the solution, they feel more engaged.

    46. Switch tasks.Ask your employees which tasks they dislike doing and allow them to customize their job by switching a task with another team member. One employee’s most hated task could be another’s favorite.

    47. Provide ongoing coaching and training. Coaching and mentoring shouldn’t stop after an employee’s initial onboarding process. Offer an optional weekly coaching session to discuss strategies and tactics that can help each member of the department improve in their role, and make the sessions meaningful and fun.

    48. Appreciate your employees. As their boss, their leader, let people know that they are appreciated. Make sure you have multiple ways of showing appreciation.

    49. Find out what your team members are passionate about. It will help you connect with them and help you understand new roles they might wish to undertake.

    50. Respect people’s time. Don’t just schedule meetings for meetings’ sake. Make sure you have an agenda and stay on track. Respect people’s time and schedules.

    51. Ask their opinion. It’s one of the simplest ways to let people know you value them, but also one of the most effective: ask for their opinions and ideas.

    52. Keep people motivated. Hire an inspirational speaker, offer a creative workshop, or do some fun team building to improve office relationships. Employees will be grateful for the opportunity to grow and learn from experts and will come out of these experiences more motivated and focused.

    53. Promote perks. Think of little perks that can make work life better. They don’t have to be expensive, just have to be meaningful.

    54. Build personal bonds.It’s important for new team members to build relationships with everyone, not only their boss and direct reports. Have a group lunch or another activity that can get the new hire to get to meet everyone, and connect new people to employees who can advise them on personal issues like housing or child care.

    55. Just have fun. Make your organization a fun place to work with social events. People will get to know those they don’t work with every day, building a better and a more engaging sense of community within your organization.

    56. Offer healthy foods.Provide youremployees with healthy cafeteria or vending options.

    57. Get your health and wellness program in order.Multiple studies show that health and wellness efforts not only yield higher productivity and engagement but also help reduce turnover and stress on the job.

    58. Show that you care. Think of ways that you can demonstrate genuine care for your employees–not only will they be engaged, but they will be loyal and respect you.

    59. Equip them to succeed. Create an inventory of the training, tools, and resources that team members will need to be successful. Do as much as you possibly can to help them succeed and grow.

    60. Show how how they’ve made a difference.If you send recaps of company progress to your employees, don’t just tell them your customers are happy, show them. Add a glowing testimonial from your customer base, clients or nonprofit constituency to the email so your employees can see how their work impacts real people.

    61. Celebrate important dates. Take time to record employee birthdays and service anniversaries on your calendar. When those dates arrive, stop by and congratulate the person or send them a note, email or card. Acknowledge life events like births, graduations, weddings, children’s or grandchildren’s accomplishments, etc.

    Make the time to focus your attention on engaging your employees, because the results will proliferate on every level. You’ll have a more productive, effect and efficient team and organization.

     


    N A T I O N A L   B E S T S E L L E R

    THE LEADERSHIP GAP

    What Gets Between You and Your Greatness

    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: Getty Images

    The post 61 Ways to Get Your Employees Super Engaged appeared first on Lolly Daskal.

     
  • feedwordpress 17:38:22 on 2018/06/10 Permalink
    Tags: Appreciation, , , Encourage, Encouragement, , , , ,   

    How You Can Encourage Your Employees to Lead 


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    If you want your employees to take the lead, you need to create a culture where leaders groom leaders, that means that people step up is when there is room to move up. To ensure that your organization is filled with leaders of leaders, you have to be the leader who not only encourages it but paves the way.

    Here are 11 ways you can encourage your employees to take the lead:

    1.     Set the example. To cultivate new leaders, you have to lead by example. Your habits and actions will set the standard for others and show others how it’s done.

    2.     Recognize their strengths. Don’t do anything on your own if it can be prevented, but recognize your employees’ strengths and allow them to participate as much as they can. Don’t take their talents for granted. Make it a point to talk individually with each member of your team to discuss their interests, strengths and skills and encourage them to take charge.

    3.    Let others make important decisions. When you allow your employees to make important decisions, you are encouraging them to lead. When they are empowered to make decisions that matter and can affect the organization, they see themselves as leaders.

    4.    Give them more responsibility. When you give an employee more responsibility you are expressing faith in their abilities. The moment they take on more responsibility is the moment they can say, “Yes, I am stepping up.” To cultivate more leaders, give them more to be accountable for–and let them know the price of influence is responsibility.

    5.     Don’t impose fear. If you want to encourage more people to step up into their leadership, you have to lead without imposing fear. Great leaders inspire. Surround yourself with people of diverse perspectives, and establish a culture where they can disagree with you without fear.

    6.     Help them plan their future. To empower your employees, help them plan for the future. Get them to take responsibility for their own career opportunities through special assignments and special projects that take them down their chosen path.

    7.    Trust them. Trust is the glue that binds people together. To engage your people to lead begins by giving trust, and the only way to do that is to overcome the need to be in constant control. Ground your own leadership in trust and you set the example for those who come after to do likewise.

    8.     Help them grow. Don’t wait for prospective leaders to come to you–instead, you should approach them. Let them know what talent and qualities you see in them, and help them see how they can utilize their gifts for growth. The best way to engage more leaders is to show appreciation for who they are and help them stretch themselves. Show that you believe in them and give them opportunities to prove you right.

    9.    Push their limits. Sometimes people need a little push on their limits to avoid becoming stagnant. Without encouragement to stretch, people tend to stay in their comfort zone. It’s your job to induce them into the kind of discomfort that produces growth.

    10. Respect them. People tend to step up to the plate when you show them respect. If you want to empower your people to lead, you must respect them for who they are.

    The best leaders, go out of their way to boost their employees’ self-esteem. As John Maxwell stated, when people respect you as a person, they admire you; when they respect you as a friend, they love you; when they respect you as a leader, they follow you.

    11.  Praise and appreciate them. if the actions of your employee inspire others to dream more, learn more, do more and become more, they are your leaders. Appreciate them for who they are and praise them for their leadership. Let them know how much their influence and inspiration mean to you and how they influence others.

    Helping to create new leaders is the ultimate expression of your own leadership. And it’s a legacy you can start building today.

     


    N A T I O N A L   B E S T S E L L E R

    THE LEADERSHIP GAP

    What Gets Between You and Your Greatness

    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: Getty Images

    The post How You Can Encourage Your Employees to Lead appeared first on Lolly Daskal.

     
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