Author: admin

June 3, 2015 / / Culture

Power is one of the hardest things to overcome. I know because in my own professional development I’ve struggled with the need to have power. Over the last few years as my mentality of leadership and management has changed, so has my desire for power. However, our human nature still desires power. It’s the reason why people of power lie, cheat, and steal, so they can maintain being on top. It’s one of the instrumental challenges we face as leaders of any size organization. You probably still have managers within your organization that struggle with their need to come across as powerful and uses tactics to show their power within the organization.

Don’t get me wrong. An individual’s confidence and ability to speak their mind is completely different than being on a complete power trip. We want leaders within an organization to be outspoken and take stances on subjects opposed to sitting quietly and allowing things to just happen. It’s how we interact with your fellow co-workers and your employees that determine what kind of leader you are and whether or not you’re a power-hungry individual looking to show your wrath in order to look powerful. Read the Post Understanding the Paradigm Shift in Organizational Structures

April 28, 2015 / / Culture

Leader vs. managerBob Nelson once said, “An employee’s motivation is a direct result of the sum of interactions with his or her manager.” I use to consider management as an ultimate goal of success. In fact, I believe a majority of individuals strive to either 1) be in management or 2) own their own business where they are in charge of decisions, people, and policy. However, the more I consider what a manager is, the more I realize, that’s not what I want to be.

In my current full-time role, I am a manager. In fact, my title says, “Client Experience Manager.” I have a direct impact on decisions, people, and policy. This week, I had an opportunity to spend a considerable amount of time with an employee discussing corporate culture and the challenges we face as an organization. Many of these organizational challenges are common among companies our size, and all of these challenges can be overcome with proper direction. It wasn’t the discussion about the culture that affected me the most. It was the conversation itself and how this employee entrusted me with information that’s valuable to the success of the organization. She trusted me. She trusted how I would use the information and how it can be used for the betterment of our organization. Why is this important? Read the Post Leader of Excellence, Manager of Failure