In several books by Stephen Covey, he describes a framework for prioritizing work that is aimed at achieving long-term goals by understanding the lack of need for work on tasks that appear to be urgent, but are in reality less important. He uses a time management 4 box method to categorize tasks on two continuum: [...]
By Michael Holland - Bobby Jones was a very honest man. Extremely honest. Tons and tons of integrity. He didn’t have to tell people he was honest or that he had integrity. Because he behaved in ways that revealed his integrity. Long story short, Bobby Jones was playing in a critical golf tournament. [...]
by Michael Holland - In 1994 I made a classic management mistake. It involved a very stressful job, a struggling team, and two bags of marshmallows. The short version of the story is that a consistently tardy team member to critical team meetings received a barrage of marshmallows when he arrived late, yet [...]
By Michael Holland - When a leader delegates they can picture very clearly what it is they want done. So they believe that they are communicating clearly to their employee. But there’s a villain of natural psychology that limits our capability to communicate clearly and that villain is the curse of knowledge*. The [...]
By Michael Holland Imagine a seasoned leader's answer to my question of have you been through a leadership training program in your career. . ."Sure, over my 20 year career, I went to a management training program; and then another. I went to a leadership development program that lasted a couple of days. I [...]
The Missing Leader One Man’s Journey to Leading Well A Leadership Fable MICHAEL HOLLAND Copyright © 2016 Bishop House Consulting, Inc. All rights reserved. ISBN 978-0-9848893-7-2 [...]
By Robin Perry There are lots of reasons a performance review happens to an employee rather than with an employee leaving them to feel frustrated rather than motivated by the process. One such reason is the performance review document. A necessary tool to support the process in most companies, but as effective leaders know, not [...]
