Turning a good one into a good one again
Oct02

Turning a good one into a good one again

There’s an obvious statement: Having the right people is critical to accomplish any goal. Having them motivated and focused is important as well. People, being humans are not constant in their behaviour and, in the life of an employee people may enter in positive loops where they exploit their potential in full, or negative ones where the performance and behaviours decline. But person is still the same one, not changing the...

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Influencing behaviour with words
Sep11

Influencing behaviour with words

Life (and out of it especially the working part) is a journey not always linear and lucky. There are times where things do not go well and we as leaders need to decide how to communicate and behave toward our team. Remember that for our teams, big or small they may be, we are the reference for, so is pretty easy that they will look to us asking or guessing what will happen next. The answers and behaviors we will have will condition...

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Bringing people on board
Aug20

Bringing people on board

Hi all. back from some months but was (and still is) a very complex period. In any case we restart our publishing 🙂 and we do it by analyzing a possible strategy to motivate people on tedious tasks. All of us have come into a moment where, facing your team that asks to be convinced to do something  , you have the impulse to force your decision without losing too much time to explain it. You are the boss, isn’t it? And at the end...

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Collaboration
Mar28

Collaboration

Collaborating is critical to reaching goals, especially when dealing with complex and challenging tasks. This because the “lone wolf” can achieve some milestones on his own but is needed a team working together as one entity to really perform the duty. People together do not become automatically a team: it goes without saying that even the most performing individuals do not determine the result without an overall...

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Investigating the team
Mar13

Investigating the team

A team that does not challenge itself is a dead team, because relying on a solid base is one thing, while “sleeping” on it is a different one. At same time, a team that doesn’t investigate inside to understand how things are going is a team closing the eyes on eventual problems and not willing to look for solutions. Is critical that you, as a manager conduct an honest analysis that then is taken to team for a common...

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The art of taking reasonable risks
Nov29

The art of taking reasonable risks

“Life is either a daring adventure or nothing at all.” ― Helen Keller, The Open Door How do you perceive the above quote? As a normal part of your life or like a terrible danger to avoid? Because on one extreme there’s the fact of being cautious. while on the other there’s the daring thrill of taking risks to spice up life. Among the two extremes probably the reality. It happens to me very often that I am making this...

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HR Tasks
Jun07

HR Tasks

People represent a very important asset of any company, although some times they are perceived either as a problem or as a “compressible” resource in case of needs. Instead an accurate, proactive and smart management of Human Resources represents a key to gain a sustained (and sustainable) competitive advantage. Typically HR should represent a trusted counterpart handling the business needs, but should also take care of:...

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Leaders behavior and team work
Apr11

Leaders behavior and team work

Being a leader embeds a certain quota of exposure toward your team: the more you act like an example the more the virtuous circle of influencing your people will start. Is clear that behavior of a leader determines actions and performance of a team, but how does it work? Being a trusted example is a good start but is not all: the influence is determined by the ability to create “trusted followers” that multiply your...

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Change management and feelings
Mar01

Change management and feelings

After some time without posting due to personal reasons, I reach back to you with a new series of thoughts about management of change. In particular this time we will focus on feelings and their impact on changes. Every organization is permeated by feelings throughout every single day, even though they may not be so clear as they become in moment of changes and even more when this changes are touching the organizational structure...

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Skills management part 2 – Competency model
Sep08

Skills management part 2 – Competency model

First of all welcome back. It took me some time to come back, but work and personal life where a bit complex during last months; nevertheless we restart this journey from where we stopped, so dealing with skills management. Last time in this article we set some boundaries, while this time we will try to understand the model behind competences and the process supporting it. Adopting a competence model is pragmatically applied in a...

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