Archive for JulieWinkleGiulioni SmartBlogs

Leadership IQ recently released a study called “Optimal Hours with the Boss.” It’s an insightful report based upon research conducted earlier this year with more than 30,000 executives, managers, and employees in North America.

The results have understandably made news. The findings are profound:

“The median time people spend interacting with their leader is 3 hours. But 3 hours spent per week interacting with one’s leader is not enough.[…] Continue Reading »

Think about the learning that contributed most powerfully to your development and who you are today. Consider the experiences that built the expertise you use and value most every day. Reflect on what you’re most proud of mastering during the course of your career or life.

This memorable learning that has made a significant difference to you (and to the organizations you’ve served) likely didn’t come easily.[…] Continue Reading »

For decades, articles, authors and studies have tried to help managers come to terms with how to motivate employees and drive optimal performance by understanding what employees really want and need from work. The list is long (and alphabetized for ease).

  • Achievement and accomplishment
  • Appreciation
  • Autonomy and self-direction
  • Being part of a team
  • Boss they respect and trust
  • Career advancement
  • Challenge
  • Clear goals and objectives
  • Coaching
  • Connections and relationships with each other
  • Decision-making authority
  • Empowerment
  • Fair compensation
  • Fair treatment
  • Freedom to innovate
  • Growth and learning
  • Influence and power
  • Interesting work
  • Job flexibility
  • Obstacle removal
  • Opportunity to make a difference
  • Pride in the work they do
  • Recognition
  • Respect
  • Responsibility and authority
  • Security
  • Support to do a good job
  • Time and attention from the manager
  • Transparent communication
  • Use of strengths and talents

And this is just the beginning.[…] Continue Reading »

Michael is a leader in a high-tech organization. He’s charismatic, affable, and the ideal networker due to his highly social nature. He gets along with nearly everyone and can lighten the mood of even the toughest meeting with his playfulness and sense of humor.

Cara is a leader in the same organization. She’s lower-key and less likely to crack a joke.[…] Continue Reading »

Trust is nearly synonymous with leadership. And it’s big business. We buy books (from the selection of more than 80,000 about trust on Amazon. We attend seminars. And we work diligently to cultivate it with employees, peers, supervisors, customers — heck, everyone we know. But field research suggests that real and lasting trust may depend less on what we do and more on what we don’t do.[…] Continue Reading »