Lolly Daskal's Blog, page 49
April 6, 2023
How to Attract and Retain the Employees of the Future
Leaders must adapt to the rapidly evolving future of work to attract and retain top talent. To prepare, they must pay attention to changes and take action to ready their company.
These are a few ways to begin preparing your company for the future employee you want to attract and retain:
The future is diverse: As a leader, it’s important to recognize the workforce of the future will be more diverse than ever before, with a greater mix of cultures, ages, and backgrounds. Therefore, it’s important for companies to prioritize diversity and inclusion in their hiring practices and create a welcoming and inclusive work environment.
Finding talent where it is, not where you are: In the past, companies may have limited their hiring to specific locations or industries. However, in the future, it will be important for companies to cast a wider net and consider candidates from diverse backgrounds and locations.
Digital nomadism is the new norm: As the past has shown, the ability to work remotely is becoming more and more important. Companies that embrace digital nomadism and allow for flexible work arrangements will be more attractive to employees who value work-life balance.
Upskilling and reskilling: The pandemic has created new priorities and opportunities within companies, sometimes leading to completely new roles. Upskilling and reskilling will not only give your team a much-needed motivational boost, but will also position the company to thrive in the job market and the future. Companies that focus on learning will emerge as industry leaders and attract the best minds in the business.
Productivity is as important as results: In the past, companies may have focused solely on results and productivity may have taken a backseat. However, in the future, it will be important for companies to prioritize the productivity and well-being of their employees. Providing the necessary tools and support for employees to work efficiently will be key.
Prioritizing collaboration: In the future, it will be important for companies to prioritize collaboration and teamwork. This can include implementing tools and processes to facilitate virtual collaboration and creating a culture of openness and transparency.
Employee well-being matters: As the importance of work-life balance becomes more widely recognized, companies will need to prioritize the well-being of their employees. This can include offering flexible work arrangements, providing resources for mental health support, and promoting a healthy work culture.
Employee development is important: In order to attract top talent, companies will need to prioritize the development and growth of their employees. This can include offering training and development opportunities, as well as providing clear paths for advancement within the company.
Making connections matter: At the end of the day, companies will need to meet employees where they are and accept that employees are working to live, not living to work. Prioritizing the personal connections and relationships within the company will be key to attracting and retaining top talent.
In conclusion, if leaders want to attract and retain top talent, they must learn to adapt to the new changes and priorities so employees want to stay and succeed.
Lead From Within: Leaders need to accept that by attracting and retaining a strong team of employees it gives that company a key competitive advantage—your people are an asset your competition does not have.
#1 N A T I O N A L B E S T S E L L E RThe 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.
Additional Reading you might enjoy:
The post How to Attract and Retain the Employees of the Future appeared first on Lolly Daskal.
April 4, 2023
Why Indecision is a Deadly Trait for Leaders: How to Overcome It
Indecision is a deadly trait for leaders because it can hinder their ability to make effective decisions and to lead their teams effectively. There are several strategies that leaders can use to overcome indecision and make more effective decisions.
These strategies include:
Identifying the root cause of indecision: Indecision often stems from factors such as fear of failure, lack of information, or conflicting priorities. As a leader, you can identify the underlying cause of your indecision and address it to move forward. As a result, you can reflect on your own motivations and concerns, and seek input and feedback from others.
Gathering more information: When indecision is caused by a lack of information or understanding, you can gather more information and seek advice and guidance from others to help you make a decision. As a result, by doing so you can overcome indecision and make a more informed decision.
Setting clear criteria and priorities: Indecision can often be caused by an inability to prioritize competing objectives or options. To overcome this, you can set clear criteria and priorities for your decisions, and use these criteria to evaluate and compare different options. As a result, you can narrow down the options and make a more informed decision.
Seeking feedback and input from others: Indecision can also be caused by a lack of perspective or outside perspectives. To overcome this, you can seek feedback and input from others, to help you gain a different perspective and make a more informed decision. As a result, listening to and considering the perspectives of others, you can broaden your own perspective and make more thoughtful and effective decisions.
Taking action and learning from mistakes: In some cases, indecision may be caused by a fear of making the wrong decision. In these cases, you can overcome indecision by taking action and learning from any mistakes that are made. As a result, by taking action, you can gain experience and learn from your mistakes, and build your confidence
In conclusion, indecision is a deadly trait for leaders because it can have negative consequences for both the leader and their team.
Lead From Within: By eliminating indecisiveness, leaders can become more effective, successful, and inspiring, and they can drive positive change and success in their organizations.
#1 N A T I O N A L B E S T S E L L E RThe 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.
Additional Reading you might enjoy:
The post Why Indecision is a Deadly Trait for Leaders: How to Overcome It appeared first on Lolly Daskal.
April 3, 2023
How The Best Leaders Move Forward After A Bad Hiring Mistake
As a leader, there’s nothing worse than hiring a new employee who seems like the perfect fit, only to realize that they’re not living up to expectations.
According to a frequently cited study, only 19% of new hires are considered fully successful. By the 18-month point, 46% are deemed failures. If you’ve found yourself in this situation, you know the dilemma of whether it’s worse to be stuck with an employee who can’t handle the work and is damaging to the team, or to go public with the admission that you’ve made a significant mistake. When faced with a bad hire, it’s important to take action sooner rather than later. The longer you wait, the harder it will be to recover and move on with minimal damage to all parties.
Here are four steps you can take when you have made a bad hire, this is how you move forward;
Provide coaching: As a leader, hoping for the best or trying to avoid a confrontation won’t work. It is best to have a direct and honest conversation with the new hire. Discuss your dissatisfaction with their performance and any issues you’ve observed. By sharing your concerns and asking for their input, you will discover workable alternatives. This can also be an opportunity for the employee to recognize the problems and be grateful for the chance to clear the air and work on a solution together.
Learn from your mistakes: As a leader, after a bad hire, it’s important to take a step back and evaluate what went wrong in the hiring process. Did you not thoroughly check references? Did you overlook red flags during the interview? By learning from your mistakes, you can improve your hiring process and increase the chances of making a successful hire in the future.
Switch their role: If the employee is struggling in their current role, consider reassigning them to a position that better suits their skills and interests. This can be especially effective if the company is experiencing growth and has flexible organizational parameters. Just be sure to provide the necessary training and support to ensure a smooth transition.
Cut your losses: If coaching and reassignment don’t work. it’s time to cut your losses and let the employee go. This will be a difficult decision, but it’s important to consider both the current and future expense of keeping the bad hire. If the employee’s negative impact on the team or business is too great. It’s impractical to look for other internal opportunities or invest in ongoing development. In these cases, it’s better to make the tough decision and move on.
By following these steps, you can minimize the impact of a bad hire. By being proactive, you can move forward with a stronger, more effective team.
Lead From Within: Dealing with a bad hire is never easy, but the best leaders learn what to do and how to move forward successfully.
#1 N A T I O N A L B E S T S E L L E RThe 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.
Additional Reading you might enjoy:
The post How The Best Leaders Move Forward After A Bad Hiring Mistake appeared first on Lolly Daskal.
March 31, 2023
6 Common Leadership Mistakes That Hold Back Employee Growth
I coach leaders all around the world and in many different industries. As a leadership executive coach, I have seen firsthand the negative impact that certain mistakes can have on employee growth and development.
Here are six common leadership mistakes that hold back employee growth and how to avoid them:
Playing favoritism: It’s natural to have a few team members that you work well with or feel a closer connection to, but it’s important to treat all team members fairly and equally. This means giving equal opportunities for development and promotion. Avoid the temptation to play favorites. Instead focus on building strong relationships with all team members.
Inconsistent communication: Clear, consistent communication is essential for a successful team. If your communication is inconsistent or unclear, it can lead to confusion and misunderstandings. As a result, it can hold back employee growth and success. To avoid this mistake, make an effort to communicate clearly and consistently with your team.
Disorganization: A disorganized leader can create chaos and uncertainty for their team, which can hold back employee growth. To avoid this mistake, take the time to plan and organize your work as well as the work of your team. As a result, this will create a sense of structure and direction. Which in turn, will help employees feel more confident and motivated to grow.
Micromanagement: While it’s important for leaders to provide guidance and support, it’s also important to give team members the freedom and autonomy to take on new challenges and grow. If you’re constantly hovering and micromanaging your team, you may be holding them back from reaching their full potential. Avoid this mistake and focus on providing the resources and support your team needs, while also giving them the freedom to take ownership of their work.
Unrealistic expectations: Setting high expectations can be a great way to motivate your team, but setting unrealistic expectations can lead to disappointment and frustration. Avoid this mistake by setting clear, achievable goals and expectations for your team, and regularly check in to see how they’re progressing.
Negative outlook: As a leader, your attitude and outlook can have a big impact on your team. If you’re constantly negative, it can be demoralizing and hold your team back from reaching their full potential. To avoid this mistake, focus on maintaining a positive and optimistic attitude, even in the face of challenges.
Undermining their value: It’s important for leaders to recognize and appreciate the value and contribution of each team member. If you consistently undermine the value and worth of your team, it can hold them back from feeling confident and motivated to grow. To avoid this mistake, take the time to acknowledge and appreciate the unique skills and contributions of each team member.
By avoiding these common leadership mistakes, you can create a positive and supportive environment that fosters employee growth and development. As a result, you’ll not only see your team members thrive, but your organization will also benefit from their increased productivity and engagement.
Lead From Within: The best leaders not only help their employees advance in their careers, but also actively avoid mistakes that hold back employee growth.
#1 N A T I O N A L B E S T S E L L E RThe 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.
Additional Reading you might enjoy:
The post 6 Common Leadership Mistakes That Hold Back Employee Growth appeared first on Lolly Daskal.
March 30, 2023
How to Best Work With A Leader Who Is Totally Disorganized
Working with a leader who is disorganized can be tough, especially if they are your boss. However, it’s important to remember that addressing and resolving this issue is crucial for the success of the team.
Here are four steps you can take to effectively work with a disorganized leader:
Acknowledge disorganization: The first step in addressing a problem is to acknowledge that it exists. When your leader is disorganized communicate this to them in a respectful and constructive way. Avoid making accusations or assigning blame, and focus on the specific behaviors or habits that are causing issues.
Addressing the disorganization: Once you’ve identified the problem, it’s time to have a conversation with your leader about it. Provide specific examples of how their disorganization has affected your work or the team’s productivity. It’s important to approach this conversation with empathy and a willingness to find a solution. Rather than simply pointing out the problem.
Provide assistance for disorganization: Once the issue has been identified and discussed, it’s important to offer your support in finding a solution. This might involve suggesting tools or strategies for improving organization, or offering to help with tasks that your leader is struggling to manage.
Develop a plan for disorganization: Together with your leader, come up with a plan for improving organization and streamlining processes. This might involve setting clear goals and deadlines, establishing roles and responsibilities, and implementing systems for tracking progress. It’s important to be patient and flexible as you work to implement these changes, as it may take time for your leader to adjust to new habits and routines.
Working with a disorganized leader can be challenging, but it’s important to remember that it’s possible to find a solution. By following these steps and communicating openly and honestly, you can help your leader become more organized and efficient, ultimately leading to a more productive and successful team.
Lead From Within: It takes a humble heart to admit their disorganization, but a disorganized leader creates a dysfunctional culture.
#1 N A T I O N A L B E S T S E L L E RThe 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.
Additional Reading you might enjoy:
The post How to Best Work With A Leader Who Is Totally Disorganized appeared first on Lolly Daskal.
March 29, 2023
Why Is Leadership Diversity Key To Your Success
Leadership and diversity are closely related. Having a diverse leadership team can help to create a more inclusive and equitable workplace. Furthermore, it can improve decision-making and problem-solving, enhance the organization’s reputation and credibility, and improve the organization’s performance and bottom line.
Creating leadership diversity can lead to success in the following ways:
Leadership diversity helps to create a more inclusive and equitable workplace. By having a diverse leadership team, organizations better reflect the diversity of their employees and customers, and can create a more inclusive and welcoming environment for all. Likewise, this improves morale and engagement among employees, and fosters a sense of belonging and inclusion.
Leadership diversity can help to improve decision-making and problem-solving. By creating a diverse leadership team, organizations can have a wide range of perspectives, experiences, and skills. This creates a more balanced and holistic approach to decision-making and problem-solving, leading to more effective and creative solutions. Additionally, diverse perspectives provide valuable insights and perspectives, enabling organizations to position themselves for success in today’s increasingly complex and competitive business environment.
Leadership diversity can help to improve the organization’s reputation and credibility. By having a diverse leadership team, organizations can show that they value diversity and inclusion, and that they are committed to creating a more equitable and inclusive workplace. This can enhance the organization’s reputation and credibility, attracting and retaining a more diverse workforce and customer base. Furthermore, a diverse leadership team can provide valuable insights and perspectives, enabling organizations to better understand and respond to the needs and concerns of their stakeholders.
Leadership diversity can help to improve the organization’s performance and bottom line. By having a diverse leadership team, organizations can benefit from the diverse perspectives, experiences, and skills of their leaders, and can create a more innovative and adaptable culture. This can help to improve the organization’s performance and bottom line, enabling it to better respond to changing market conditions and customer needs.
By valuing and promoting diversity in leadership, organizations can create a more inclusive and adaptive culture, and can better respond to changing market conditions and customer needs. Ultimately, leadership diversity is essential for achieving success in today’s increasingly diverse and global business environment.
Lead From Within: By valuing and promoting diversity in leadership, organizations can create a more inclusive and successful adaptive culture.
#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.
Additional Reading you might enjoy:
The post Why Is Leadership Diversity Key To Your Success appeared first on Lolly Daskal.
March 28, 2023
How The Best Leaders Reenergize their Depleted Team
As a leader, it’s your job to keep your team motivated, engaged, and energized. But even the most dedicated employees can become burnt out or depleted. As a leader, when that happens, it’s important to take action and reenergize your team.
Here are five strategies that the best leaders use to reenergize their depleted team:
Avoid unnecessary meetings: Meetings can be a valuable tool for communication and collaboration. It can also drain the team’s energy if they’re not well-planned and efficiently run. To avoid this, be mindful of how many meetings you schedule and their length. Make sure each meeting has a clear purpose and agenda, and encourage team members to speak up if they think a meeting isn’t necessary or productive.
Encourage and engage: Create an environment where team members feel supported and motivated by regularly recognizing and rewarding their contributions. Employee engagement is the emotional commitment the employee has to the organization and its goals when they feel energized.
Foster a culture of connectedness: A sense of community within a team can boost morale and motivation. Encourage team building activities, like team outings or lunches, and create opportunities for team members to get to know each other better. When people go to work, they shouldn’t have to leave their hearts at home.
Acknowledge effort, not just results: While results are important, it’s also important to recognize the hard work and effort that goes into achieving them. As a team, it’s important to acknowledge their progress as much as results. This can build confidence and motivation and encourage team members to keep putting in effort even when things get tough.
Embrace fun: Work doesn’t have to be all work and no play. Encourage team members to have a bit of fun which feeds their emotional energy. Because a little bit of fun can go a long way towards reenergizing a depleted team. When people are emotionally energized, they want to contribute in meaningful ways.
In conclusion, the best leaders know how to reenergize their depleted teams by avoiding unnecessary meetings, encouraging and engaging their team members, fostering a healthy culture of connectedness, acknowledging effort as well as results, and embracing fun. By implementing these strategies, you can help to boost morale, increase motivation, and get your team back on track to success.
Lead From Within: The best leaders know how to reenergize a depleted team and lead them to success, while motivating and empowering them.
#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.
Additional Reading you might enjoy:
The post How The Best Leaders Reenergize their Depleted Team appeared first on Lolly Daskal.
March 27, 2023
What Remote Leaders Do Differently to Be Successful
As more and more organizations embrace remote work, it’s important for leaders to adapt their leadership style to meet the unique challenges and opportunities of a virtual environment.
Here are five key ways that great remote leaders do things differently to be successful:
Leaders enable, not enforce: Great remote leaders understand that their team members are adults who are capable of taking responsibility for their own work. Rather than enforcing strict rules, they create a culture of enabling by setting clear expectations and providing the resources and support that team members need to succeed. As a result, remote leaders can foster a sense of ownership and engagement that drives productivity and results.
Leaders listen, not speak: Effective communication is crucial for remote teams, and great remote leaders make a conscious effort to listen to their team members and understand their needs and concerns. Rather than dominating conversations or dictating solutions, they create an open and collaborative environment where team members feel comfortable sharing their thoughts and ideas. As a result, by actively listening and engaging in two-way dialogue, remote leaders can build stronger relationships with their team and drive better outcomes.
Leaders trust, not doubt. Trust is the foundation of any successful team, and it’s especially important in a remote environment where team members are not physically present. Great remote leaders give team members the freedom to take on new challenges and grow, while still holding them accountable for their work. As a result, by demonstrating trust in their team, remote leaders can create a culture of mutual respect and collaboration that drives success.
Leaders prioritize, not push: In a remote environment, it’s easy to get caught up in the urgency of the moment and lose sight of the big picture. Rather than pushing team members to meet short-term deadlines at the expense of quality or sustainability, they encourage them to prioritize the work that will have the greatest impact and value. As a result, by helping team members stay focused on what matters most, remote leaders can drive better outcomes and avoid burnout.
Leaders check in, not shut down: Great remote leaders recognize that remote work can be isolating and disconnected, and they make a conscious effort to stay connected with their team. They use a variety of tools and techniques, to stay connected and build relationships. As a result, by staying connected, remote leaders can create a sense of community and belonging that helps team members thrive.
In conclusion, great remote leaders do things differently to be successful. They enable, not enforce; listen, not speak; trust, not demand; prioritize, not push; and check in, not shut down. By adopting these simple but profound best practices, remote leaders can create a culture of trust, collaboration, and growth that drives success for their team and the organization.
Lead From Within: The most effective leaders are able to adapt to new challenges, especially when it comes to leading remotely and effectively.
#1 N A T I O N A L B E S T S E L L E RThe 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.
Additional Reading you might enjoy:
The post What Remote Leaders Do Differently to Be Successful appeared first on Lolly Daskal.
What Great Remote Leaders Do Differently to Be Successful
As more and more organizations embrace remote work, it’s important for leaders to adapt their leadership style to meet the unique challenges and opportunities of a virtual environment.
Here are five key ways that great remote leaders do things differently to be successful:
Leaders enable, not enforce: Great remote leaders understand that their team members are adults who are capable of taking responsibility for their own work. Rather than enforcing strict rules, they create a culture of enabling by setting clear expectations and providing the resources and support that team members need to succeed. As a result, remote leaders can foster a sense of ownership and engagement that drives productivity and results.
Leaders listen, not speak: Effective communication is crucial for remote teams, and great remote leaders make a conscious effort to listen to their team members and understand their needs and concerns. Rather than dominating conversations or dictating solutions, they create an open and collaborative environment where team members feel comfortable sharing their thoughts and ideas. As a result, by actively listening and engaging in two-way dialogue, remote leaders can build stronger relationships with their team and drive better outcomes.
Leaders trust, not doubt. Trust is the foundation of any successful team, and it’s especially important in a remote environment where team members are not physically present. Great remote leaders give team members the freedom to take on new challenges and grow, while still holding them accountable for their work. As a result, by demonstrating trust in their team, remote leaders can create a culture of mutual respect and collaboration that drives success.
Leaders prioritize, not push: In a remote environment, it’s easy to get caught up in the urgency of the moment and lose sight of the big picture. Rather than pushing team members to meet short-term deadlines at the expense of quality or sustainability, they encourage them to prioritize the work that will have the greatest impact and value. As a result, by helping team members stay focused on what matters most, remote leaders can drive better outcomes and avoid burnout.
Leaders check in, not shut down: Great remote leaders recognize that remote work can be isolating and disconnected, and they make a conscious effort to stay connected with their team. They use a variety of tools and techniques, to stay connected and build relationships. As a result, by staying connected, remote leaders can create a sense of community and belonging that helps team members thrive.
In conclusion, great remote leaders do things differently to be successful. They enable, not enforce; listen, not speak; trust, not demand; prioritize, not push; and check in, not shut down. By adopting these simple but profound best practices, remote leaders can create a culture of trust, collaboration, and growth that drives success for their team and the organization.
Lead From Within: The most effective leaders are able to adapt to new challenges, especially when it comes to leading remotely and effectively.
#1 N A T I O N A L B E S T S E L L E RThe 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.
Additional Reading you might enjoy:
The post What Great Remote Leaders Do Differently to Be Successful appeared first on Lolly Daskal.
March 24, 2023
6 Things Successful Leaders do to Retain Their Top Talent
As a leader, it’s important to consider how to retain top talent in order to have a successful team. One key way to do this is by creating an employee value proposition that truly resonates with your employees. Successful leaders understand that this proposition must be meaningful enough to make a real difference in the lives of their team members.
As a leadership executive coach, I have coached my clients on six aspects that can help them succeed in retaining top talent. These are:
Material benefits: Top talent is often looking for tangible perks such as competitive pay and benefits packages. Therefore, by offering these rewards, you can show your employees that you value their talented contributions. As a result, you will support their well-being.
Professional growth and development: Top talent is always looking to develop and grow. If you invest in their professional lives, they will most likely stay. Ultimately, this can be done through training, mentorship, and coaching.
Culture of engagement: People want to feel like they belong and this is especially true in the workplace. Therefore, by fostering a sense of community within your company, you can create an engaging and welcoming environment. That ultimately, your top talent will want to be a part of.
Meaning and purpose: Top talent is often seeking a sense of purpose and impact in their work. Therefore, by presenting employees with opportunities to make a difference, you can help them feel fulfilled and motivated. As a result your best most talented employees will want to stay with the company.
Reduce employee burnout: Burnout is a serious issue that can lead to decreased productivity and increased turnover. To prevent burnout, it’s important to ensure that your employees have a healthy work-life balance. Ultimately, by taking steps to reduce burnout, you keep your top talent engaged and committed to your company.
Flexible scheduling: Many employees value the ability to have a flexible schedule that allows them to balance their work and personal commitments. Therefore, by offering flexible scheduling options, your top talent will know you value their time and support their overall well-being. Ultimately, this leads to increased top talent satisfaction and retention.
By focusing on these six key aspects of the employee value proposition, you can create a compelling offer that not only attracts but retains your top talent to stay.
Lead From Within: To retain top talent, it’s important for leaders to create a positive work environment and make their employees feel valued and appreciated.
#1 N A T I O N A L B E S T S E L L E RThe 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.
Additional Reading you might enjoy:
The post 6 Things Successful Leaders do to Retain Their Top Talent appeared first on Lolly Daskal.
