As technology makes science of an art and jobs become increasingly technology-enabled, all roles seem to fall into one of three types.
In the digital era, we are frequently making demos of apps to executives. Building a app that solves an important problem for the company is a uber-cool! Making an effective demo to an executive is equally important. Use these three tips to leave an impression!
Chicks dig good presenters. There’s a lot of great material out there posted by folks who gave their first public presentation at age two. For the rest of us, here are three practical tips culled from years of experience and experimentation. I learned these the hard way and now you don’t have to.
Great leaders provide a compelling “Why?”. And set the stage for the “What?” and the “How?” to be debated. Leaders and organizations that fail to do this end up on the dustbin of history.
There’s the New York style of feedback. Impudent and confrontational. There’s also the Alabama style of feedback. Nice to a fault. Only one saves your @$$ in business.
Unicorns are so rare, they are almost mythical. And they are invisible to managers, visible only to leaders. Hang on your Unicorns. You need as many of them as possible.
Use the fail first method to succeed.
East is East and West is West, and never the twain shall meet. Today, enough leaders on each side want to embrace the opportunity over by the the other. However, few leaders on either side are ready to embrace the values of the other. The future belongs to those who can absorb seemingly contrary impulses into their value-system without feeling overwhelmed or insecure.
As a leader, do you find yourself chafing at people’s inability to change in their own interest? Rookie leaders confuse attitude and behaviors. Wise leaders know that while attitudes do not change, or take longer to change, behaviors can be molded. They drive outcomes by isolating attitudes and working out specific, step-by-step changes in behavioral patterns.
New leaders must demonstrate fairness in dealings with people. People are unhappy when they perceive unfair treatment. Such unhappiness can lead to disengagement with the team’s mission. Yet, fairness is not about pleasing people.