Blog entries categorized under Career
Posted by Marshall Goldsmith
Marshall Goldsmith
The American Management Association named Dr. Marshall Goldsmith as one of 50 great thinkers and leaders who h...
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in Career
Most of any leader's annoying habits and interpersonal flaws are rooted in information compulsion.
Sharing and withholding are two sides of the same tarnished coin. For example, when you insist on adding more value, passing judgment, making destructive comments, announcing that you already know, or explaining why something won't work, you are compulsively sharing information-- convinced that you are making people smarter or inspiring them to do better, when you are more likely having the opposite effect. When you fail to give recognition, or claim credit you don't deserve, or refuse to apologize, or don't express your gratitude, you are...
Posted by Marshall Goldsmith
Marshall Goldsmith
The American Management Association named Dr. Marshall Goldsmith as one of 50 great thinkers and leaders who h...
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in Career
Is your company competing for top talent? Do you participate in hiring decisions or developing leaders? If so, pay attention! The workforce is changing dramatically--in two years, there will be more members of the Millennial Generation than Baby Boomers. The work environment requires increased global savvy, virtual skill, and technological knowledge.
Rapid change is the order of the day, with global mergers, acquisitions and shifts--and the resulting talent and leadership challenge will likely determine the success or failure of your organization between now and 2020.
As they consider opportunities to advance their careers, talented 'high potentials' share five concerns.
1....
Posted by Marshall Goldsmith
Marshall Goldsmith
The American Management Association named Dr. Marshall Goldsmith as one of 50 great thinkers and leaders who h...
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in Career
Can you see in yourself what others see in you, or do you see in others what you don't see in yourself?
As a Ph.D. student at UCLA in the 70s, I had a self-image of being 'hip.' I believed I was involved in discovering deeper human understanding,self-actualization, and profound wisdom.
Early in my Ph.D. program, I was a student in a class with 12 other people led by a wise teacher, Dr. Bob Tannenbaum. Bob had invented 'sensitivity training', published a popular article in the Harvard Business Review, and was a full professor.
In Bob's class, we could discuss...
Posted by Marshall Goldsmith
Marshall Goldsmith
The American Management Association named Dr. Marshall Goldsmith as one of 50 great thinkers and leaders who h...
User is currently offline
in Career
What prevents us from making the changes we know will make us more effective leaders?
Great question. I may be the only executive educator who actually measures whether the participants in my leadership development courses actually do what I teach--and then measures if they are seen as becoming more effective leaders.
At the end of my sessions, I ask leaders (who have received 360-degree feedback) to follow up with their co-workers and ask for ongoing ideas about how they can continue to become more effective. A year later, about 70% do some version of this recommended follow-up (as reported by...
Posted by Marshall Goldsmith
Marshall Goldsmith
The American Management Association named Dr. Marshall Goldsmith as one of 50 great thinkers and leaders who h...
User is currently offline
in Career
What prevents us from making the changes we know will make us more effective leaders?
Great question. I may be the only executive educator who actually measures whether the participants in my leadership development courses actually do what I teach--and then measures if they are seen as becoming more effective leaders.
At the end of my sessions, I ask leaders (who have received 360-degree feedback) to follow up with their co-workers and ask for ongoing ideas about how they can continue to become more effective. A year later, about 70% do some version of this recommended follow-up (as reported by their...
Posted by Marshall Goldsmith
Marshall Goldsmith
The American Management Association named Dr. Marshall Goldsmith as one of 50 great thinkers and leaders who h...
User is currently offline
in Career
Dealing with Feedback Confidential 360-degree feedback is the best way for successful people to identify what they need to improve in their relationships. Successful people tend to have two big problems dealing with negative feedback: they don't want to hear it from us, and we don't want to give it to them.
Successful people are incredibly delusional about their achievements. Over 95 percent of them believe that they perform in the top half of their group! Giving people negative feedback means proving they are wrong. This works about as well as making them change--it's not going to happen.
Feedback rarely...
Posted by Marshall Goldsmith
Marshall Goldsmith
The American Management Association named Dr. Marshall Goldsmith as one of 50 great thinkers and leaders who h...
User is currently offline
in Career
Editor's Note: This is a story about how to retain peak performers and how to become a peak performer.
Retaining a peak performer: You've invested a lot in your top talent. You certainly don't want to see that investment go down the drain as they head over to the competition! Here are some questions to unearth what's important to them and find out what you can offer to keep them in your organization.
What accommodations do you make for unforeseen family issues? What transfers or global assignments can they anticipate? People may not ask these questions directly, but your answers will determine if they...
Posted by Marshall Goldsmith
Marshall Goldsmith
The American Management Association named Dr. Marshall Goldsmith as one of 50 great thinkers and leaders who h...
User is currently offline
in Career
When achievement is the result of a team effort - not just individual performance - we tend to overestimate our contribution to the final victory. I once asked three business partners to estimate their individual contribution to the partnership's profits. Not surprisingly, the sum of their answers amounted to more than 150% of the actual profit! Each of the three partners thought she was contributing more than half.
This overestimation of our past success is true in almost any workplace. If you ask your colleagues (in a confidential survey) to estimate their percentage contribution to your enterprise, the total will...
Posted by Marshall Goldsmith
Marshall Goldsmith
The American Management Association named Dr. Marshall Goldsmith as one of 50 great thinkers and leaders who h...
User is currently offline
in Career
Most people are occupied with efforts rather than results. They worry over what the organization or their boss owes them and should do for them and obsess over the authority they 'should have,' thus rendering themselves ineffectual.
Although knowledge workers may know more about what they are doing than their managers do and have years of education and experience, they rarely know how to effectively influence up. Even the greatest wisdom and knowledge not applied to action and behavior is meaningless.
To influence upper management and convert good ideas into meaningful action, follow these 10 guidelines:
1. When presenting ideas,...
Posted by Marshall Goldsmith
Marshall Goldsmith
The American Management Association named Dr. Marshall Goldsmith as one of 50 great thinkers and leaders who h...
User is currently offline
in Career
General Mills CEO Steve Sanger once told 90 of his colleagues: 'Last year my team told me that I needed to do a better job of coaching my direct reports. I just reviewed my 360-degree feedback. I have been working on becoming a better coach for the past year or so. I'm still not doing quite as well as I want, but I'm getting a lot better. My coworkers have been helping me improve. Also, I feel good about the fact that my scores on 'effectively responds to feedback' are so high this year.'
While listening to Steve speak openly...
in Career
