In January 2020, I received a great opportunity: a new role at Crucial Learning as the director of training success. Little did I know that a mere month later, amid a global pandemic, I would lead a massive shift from in-person delivery to virtual delivery. This was no easy task. Not only would we have to …
How do I change my behavior when it’s basically an addiction? I want to stay away from distractions, but I can’t help myself from checking my phone or really any other digital device. Can the GTD skills help me?
I’ve heard a lot of people accuse teachers of “quiet quitting.” Teachers typically put in many hours and their own dollars to give students the best possible education. But recently, due to low pay, many have said they will limit their work to the classroom only. How can you hold teachers accountable for quietly quitting when, really, the norm has been to work unpaid hours?
When I ask clients to identify their desired outcome as we plan training implementation, by and large the most common response is “culture.” They want to create a culture of dialogue or a culture of productivity. They want to influence the organization’s adaptability and flexibility during change. They want a culture where people step up, …
Dear Crucial Skills, The committee at my church seems not to be listening to the concerns congregants are raising. They either minimize them, or do not to respond to them. I believe the committee is moving too quickly with proposals, and congregants have not understood them and in the end will likely be unwilling to …
How do I help my 23-year-old daughter understand that she has to change her habits to get different outcomes? She recently moved back home. She is always late to work so she can’t hold down a job. She puts off things that I ask her to do around the house. It never changes.
For years I have used LEAN to improve the work my healthcare lab does. But I still have people who respond poorly to feedback and who only want to hear about chronic or dire issues, and I’m often met with “I’m only human.” How can I hold my team members to high standards and validate them so they don’t become disgruntled?
I have a question about accountability conversations and what to value more. Should I allow the person I want to hold accountable to save face by accepting their version of what happened, as long as I am confident that the misstep will not happen again, or should I push until they acknowledge and admit that they did wrong?
Imagine you have been presented with the opportunity to choose between two gifts. Both are in a box of the same shape and size. The first gift is perfectly wrapped with your favorite color of wrapping paper. The ends are joined precisely, creating square and clean edges. And it is finished with a threaded gold …
I have an employee who speaks up regularly and voices their opinion and proposes changes to the organization, but if those suggestions aren’t implemented, they get angry. What can I do?
