When you think of employee development what comes to your mind? Do you think of long “spray and pray” webinars or seminars? Or maybe worse, you only think of the once a year employee development plan you are required to complete.
Making the Transition from Manager to Leader
I saw a great example of this years ago with two of my oldest boys who were playing high school sports. One had a basketball coach that led by fear and the other had a football coach who led with love. The difference in the two coaches was remarkable.
As I have grown older, and I believe a bit wiser, it is hard for me to be around yammering negative people. They suck my energy and frankly waste my time. They complain about everything from the organization, their manager, other employees, customers, the weather, free lunches and on and on. Blah blah blah… leave me alone – okay? I am on a soap box of sorts, but this is something all leaders should realize sooner than later if they haven’t already – whiners and complainers are not doers, they are idle poisoners.
What I had just witnessed is not uncommon in the workplace. Managers do a lot of telling. But they must do more than just simply tell. Here are the four mistakes Dave made. I am going to address him directly.
Once there were a group of frogs merrily hopping through the forest. They didn’t have a Frog3 care in the world until two of the frogs fell into a deep pit. All of the other frogs quickly gathered around the large pit and peered down into its deep vastness. They all begin to scratch their heads trying to come up with a way to help.
