How to Fire Someone “We need to restructure your team, so find some reasons we can let go of 2 people as underperformers.” While this is not word for word accurate, I know some managers that were recently given this message. “The business is underperforming, so it is time to trim the fat. We don’t... Continue Reading →
Stop Asking for Feedback!!! Gathering feedback could be incredibly simple, but too many companies complicate it through 360 surveys, competency / skill matrixes, and fancy reports. On top of that research has proven that traditional feedback questions are biased and unreliable. That doesn’t mean that gathering feedback from your colleagues is bad. In this month’s Caveman in a Suit article, I dig into the right way to ask for feedback. Spoiler Alert… the trick is to make the feedback more subjective.
Improve Your Team's Performance by 3,000% (Nine Lies - Lie #5) One of my favorite research studies occurred in the 1920s-30s at the Hawthorne Electric facility in Illinois. The researchers were investigating different methods to increase the productivity of the workers. First they increased the brightness of the factory, and output went up. Then they... Continue Reading →
3 Conversations: The first time I led I team I made a lot of mistakes. I didn’t prioritize my team. I felt like by delegating power to them, and giving them space I was empowering them. The truth was I was ignoring them. The problem wasn’t the daily tasks, because they were fine with my... Continue Reading →
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