pareto

Leadership Development: The Real Pareto

You’ve probably heard that 20% of what you do is producing 80% of the results. Or maybe someone told you that 80% of the issues you deal with come from only 20% of your people. They most likely called this the Pareto Principle. What is this Pareto Principle and where did it come from? There are few concepts in management as poorly represented as the Pareto Principle. That’s a bit…

Leadership Development: The Importance of Trust

Early in my leadership career, I was at a dinner with about 100 other Air Force officers. The speaker that evening was Colonel Mal Wakin, a long-serving professor at the Air Force Academy. The subject was ethics. Col Wakin presented an interesting question. There had recently been a cheating scandal at one of the military academies. His question was simply, why was this national news when cheating was known to…

equalfair

Leadership Development – The Difference Between Fair and Equal

Are you treating all your employees in a fair and equal manner? These two words are often considered synonymous; Roget’s Thesaurus even lists equal as a synonym for fair, but for leaders, they are very different concepts. Suppose you have two employees, Jack and Jill. Jack has been with the company for 18 months while Jill is a more recent addition. You’ve ensured that Jack and Jill both have everything…

Time Management – Link Roundup

Recently, time management has been a recurring topic during my coaching calls with clients. Then at breakfast this morning I read a great article on conquering the email monster at Entrepreneur.com. This, of course, led me to read additional articles. The great thing for me is, when I call it “research” for the blog article I should have been writing, the 30 minutes of reading can be enjoyed guilt free!…

coachcloud

Leadership Tips – The Courage to Coach

Jill[*] was a little depressed when I spoke with her. She had just started a new job and should have been happy. She wasn’t. A little probing revealed that her previous supervisor, Jack, had made some negative, and completely unexpected, comments in her final performance report. Apparently, Jack didn’t like the way Jill communicated, saying she was too direct and somewhat abrasive. Jill was especially troubled because she thought that…