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simply wise…

Known is a drop, Unknown is an Ocean

When the world feels like an emotional roller coaster, steady yourself with simple rituals. Do the dishes. Fold the laundry. Water the plants. Drink a glass of water. Simplicity attracts wisdom…

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The iPhone was not invented by Steve Jobs

prabhakarmundkur

The iPhone was not invented by Steve Jobs alone!

When one thinks of the iPhone one instinctively thinks of Steve Jobs. But did Steve Jobs invent the iPhone? No. Steve Jobs has his name on 313 patents in all, not all of them as breakthrough as you might imagine and only 7 are iconic, but none of them has only his name on it. It also has the names of several others who worked with him on the patent. Which proves that team work is crucial to the sucess of a project.

Similarly when one thinks of the electric car, one can’t help thinking of Elon Musk. But if you go through the numerous patents applied by Tesla Motors you will always find a number of inventors nameson the patent. And you may not even find Elon Musk’s name.

When this simple fact was mentioned in a LinkedIn #DailyRundown piece…

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Trust Repair For Leaders (Part 2): Transparency

Leading in Context

This is the second in a series on how to repair organizational trust. It was inspired by conversations with other members of the Trust Across America Trust Alliance and my work as part of the Trust Alliance TAP team as part of #tap2021.

In this series, Trust Repair Part 1 addressed the importance of Accountability and strategies for building a robust accountability system. Trust RepairPart 2 addresses another area that the Trust Across America Trust Alliance found to be lacking in many organizations – Transparency.

Think about transparency as the ability to see the detail on small rocks at the bottom of a river. If you can’t see what color, size and shape the rocks are, the water is not transparent. Likewise, if people don’t know the “whys and hows” of what the organization is doing, there isn’t enough transparency, and the path forward is murky. When…

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Trust Repair For Leaders (Part 1): Accountability

Leading in Context

By Linda Fisher Thornton

This post is the first in a three-part series about how to repair organizational trust. It was inspired by conversations with other members of the Trust Across America Trust Alliance and my work as part of the Trust Alliance TAP team.

The team created 12 Trust Alliance Principles and a survey to assess which areas of trust were most often lacking in organizations. Tap “Take our quiz” at the top of the page to take it and see the collective results.

I was asked to pick one of 12 Trust Principles we had identified and come up with one action I would take in that area as part of #tap2021. I chose to focus on Accountability. Below is the commitment I made.

Accountability “I will elevate the issue of Accountability in my writing and teaching in 2021, including the importance of expecting the best from…

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Trust Repair For Leaders (Part 3): Notice

Leading in Context

By Linda Fisher Thornton

This series of posts shares strategies for repairing organizational trust. It was inspired by conversations with other members of the Trust Across America Trust Alliance and my work as part of the Trust Alliance TAP team.#tap2021

Trust Repair Part 1 addressed the importance of Accountability and strategies for building a robust accountability system. Trust RepairPart 2 shared strategies for improving Transparency.

Trust Repair Part 3 includes how to improve a third area the Trust Alliance found to be a common problem – Notice. This important element of trust requires us to “seek out and listen to diverse perspectives – every voice can matter.” (TAP Principles, Trust Across America Trust Alliance)

We all have selective attention, whether or not we admit it. In formulating plans, we tend to pay the most attention to people closest to us in the…

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Does Your Team Know It’s Purpose?

Practical Practice Management A Division of Top Practices

When working with a group of people it can be difficult to get everyone on the same boat and rowing in the same direction at the same time.

Often this is due to a lack of leadership with a passion for what they do and a clear understanding of what the purpose of the team is. They many know that certain tasks need to be complete or a certain amount of money needs to be made each month, but if the team players do not know how to achieve these goal and understand the overall purpose of what they do there will be rocky seas ahead and most likely often.

In Brendon Burchard’s book “High Performance Habits” he states to get a team to become high performers their leader needs to encourage them to do the following:

“Listen to one another more.”

“Show each other respect.”

“Support each other more.”

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We Are The Sum Of Our Actions

Practical Practice Management A Division of Top Practices

“We must remember we are not the sum of our intentions but of our actions.” ― Brendon Burchard

As you encounter others today whether it be a work, or otherwise, remember that you are what your actions speak. Far too often we forget that as humans we hear with our eyes. It is what we see people do that speaks the loudest to us.

If you say that you are a “hard worker” yet your coworker sees you doing less than what is expected do you think that they believe you by your words or actions?

Brendon’s quote is a good one to keep on our bathroom mirror or the dashboard of our car as a reminder to check our intentions as we interact with others and to make sure that our actions speak, kindness, caring and respect.

Have a great Tuesday!

Tina

http://www.gotoppm.com

https://www.toppractices.com

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Making Communication Clearer

Practical Practice Management A Division of Top Practices

There have been times when my employer will ask me what a certain employee because something has given him reason to wonder and he figures I should know since I’m the manager. If I do not know, which I may not at that very moment, he will wonder why.

Ask any manager and they will tell you that it is almost impossible to give an actual accounting of what each employee does, every minute of the day. Managers should know what the employee’s job tasks and responsibilities are, and they should have a system to know if they are being completed or not.

When setting up systems to make sure employees are completing the necessary tasks each day, there are four key communication points to use with employees to allow for clearer communication between them and the manager.

These four lines of communication need to be explained to each employee…

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5 Positive Practices

Practical Practice Management A Division of Top Practices

“There is little difference in people, but that little difference makes a big difference. The little difference is attitude. The big difference is whether it is positive or negative.” ~ W. Clement Stone

I’m sure we all have been around people with positive and negative attitudes. Which do you prefer to hang out with?

We are not always going to have a “Positive Attitude” when we wake up in the morning or if we do there are things that can come up during our day (and most likely will) to change our good attitude very quickly.

If we know this then we can be prepared to get our positive attitude back and get going on the right track with just a little effort on our part. Below are five things that we can do to help us stay on the positive attitude side.

  1. Look for opportunities to do something for…

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Are You A Leader Worth Following?

Practical Practice Management A Division of Top Practices

A leadership role is not given to someone, it is something that they earn and are called to fulfill. In the workplace many times this is done in reverse. Someone is promoted or hired in to be a manager, supervisor or director and yet they have never held such a role (or had any training) prior to being placed in the position.

I am sure the percentage of managers who get the position by default, they were the next in line, is very high. The difficult problem is that the employees they manage are subjected to their inexperience and thus are guinea pigs for these newly appointed management personnel.

If you have worked in this type of situation you will agree that it is not only frustrating, but so much time is wasted being non-productive. Not only is this difficult for the managed employees, but what about the inexperienced…

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