I was listening to the Ray D’Arcy radio show driving to a meeting. Jenny Kelly, Ray’s wife and producer, announced that she is leaving Today FM. She is interrupting her career to spend more time with her children.
Imagine the following scenario:
You’re walking down the street. You see a researcher with a clipboard. She asks you for 5 minutes of your time for market research. You agree to help. After the third question she asks you to study some packaging images.
Giving feedback is an essential part of performance management. Pulling a person up on poor behaviour is difficult. Timing is essential. Feedback should be given soon after the behaviour is observed. But not immediately if emotions are high. Constructive feedback can influence a person to change their behaviour. Careless feedback can destroy trust.
Can business leaders learn from how football managers lead? It was one of the most dramatic Premiership seasons in recent times. Rodgers, Liverpool players and fans are pondering what might have been. Could the Red’s boss have done anything differently? His peers don’t seem to think so. Rodgers was voted LMA Premiership Manager of the year this week.
Shop for Good is taking place at Dundrum Town Centre from Thursday May 8th to Sunday 11th May 2014. We are delighted to be volunteering our services to help two great charities. If you have free time and would like to volunteer please let us know by emailing email@example.com. If you are in Dundrum make sure you pop by the kiosk and get your coupon!
Effective communication allows us to deliver our message in a way that connects with our audience. It can be difficult to achieve when the audience are sitting in front of us. But how can you make your communication compelling via video conferencing?
A recent article in the Wall Street Journal discusses the importance of being likeable for career success.
Individuals with a combination of ability and the likeability factor are more likely to get hired. People who are well liked by bosses and co-workers get more help and information. They are also more likely to be forgiven if they make a mistake and can spread information and effect change more easily through social networks.
Managers are often surprised to learn that people can have very different beliefs about what an individual should do to be recognised and how often to give recognition.