Selected Articles by: Dr albert Haddad
I don’t like to give feedback!
Why is it that when it comes to giving feedback to the people around us we feel intimidated scared and hence we shy away from doing it? Why are so many managers ill-prepared and un-motivated to give constructive feedback on a regular basis to their staff members? Read More...
Focused Performance Conversations
Is your team a STAR Team full of STAR Performers? Are other managers trying to poach your team members because you lead such a successful team?
Does everyone in your team know what they are doing, feel appreciated and led well? Do they commit to the goals and objectives of the teams and give more than their 100%? Read More...
What is wisdom and what is its role in life, love and leadership?
Life requires wisdom to be enjoyed and lived. Rejection or lack of wisdom reduces the ability of a person to make the right decisions whether practical, relational, emotional, mental, or spiritual. This affects different areas of life including our moral, ethical, practical, financial or social standing.
Wisdom on the other hand, equips the person with knowledge, understanding, discernment, judgment, and the ability to act prudently in most circumstances. This ability of a person affords them reputation, credibility, and a community status that are not enjoyed by many.
Wisdom is required in all spheres of life: public and private; social and political; financial and family relationships; leadership and followership. Read more...
Performance enhancers – Goal-focused performance reviews enable managers and employees to communicate and share ideas.
Managing staff performance is a key method of improving business results. Unfortunately, many attempts at a performance review have resulted in managers and staff resenting the process. It’s viewed as too complicated or too bureaucratic or a tool to beat poor performers with. However, there are a number of ways in which performance can be monitored while providing motivation for individuals and teams.
Caroline is a retail manager leading four consultants in her team. Robert is a driven and motivated team member who values achievements and is action oriented and likes to socialize a lot. Toni is another team member who is very personable and is always trying to make sure that everyone is comfortable and happy. John is a very competent team member with great technical skills but likes to work at his own pace and does not interact easily with the rest of the team. Amanda on the other hand, has an eye for details, is usually quiet and does not say much unless to point out what needs to be corrected or adjusted. Read more...
Respect Your Team – How to improve relationships, trust and performance.
Growing up I often heard my mother say, “If you don’t respect yourself no one will respect you.” This was a prelude to a lecture of some sort about doing the right thing, treating others correctly, having composure or not responding harshly to others.
- What is respect and what sort of respect do we expect our team members to show us?
- Who should provide this respect first, me as the manager or they to me as their boss?
- If I do not respect my team what sort of productivity will I expect?
- How can I show respect?
In a survey by the London IT Job Board (September 2010) they reported that respect from colleagues is a significant motivator for higher productivity. Another research reported that better relationships in the workplace will improve productivity. This is not rocket science. We have always known this intuitively and from experience. However not many people and especially those in management positions show respect in order to improve productivity. It is as if as you become a manager, you want to increase productivity at any cost. However, the first casualty is usually relationships and respect. As a result, low productivity is often the reality. Read more...
