How do you respectfully hold people accountable? We have clear standards for care, but some staff (and leaders) treat them as though they are optional. They aren’t! How do you hold someone accountable to the standard so they still feel capable, empowered, and motivated?
I love the Crucial Influence® Model, and I’ve been able to apply it to overcome hurdles and help others that I mentor. However, I struggle to apply the framework when it comes to personality types. I have received feedback from my managers that I need to be more action-oriented, but numerous personality tests tell me I am more of a “think first” person rather than an “act first” person.
Here is my question: Does personality relate to ability or motivation? If my personality is more “think first” and my boss is asking me to be more “act first,” how do I change my behavior while still being true to who I am?
How do you address envy or jealousy in the workplace? To be specific, what can you do when a colleague reacts negatively to another colleague’s success? Or, even worse, what do you do when it progresses from the occasional nasty comment to outright sabotage?
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?
