People Don't Leave Jobs - They Leave Relationships

"People don't leave jobs, they leave bosses.'"

This is a very popular phrase that circles around the HR and management community a lot...and in fact has been doing so even during the time I was a recruiter some 25+ years ago. And, in all that time has consistently proven to be true.

However, I'd like to frame this truth in a different way. People don't leave jobs, they leave relationships. Because, in essence, that's what we're talking about. Leaving anyone, boss or not, is leaving a relationship.

What they are leaving is the way they are being treated.

Read full text here: https://www.joanncorleyspeaks.com/2019/11/people-dont-leave-jobs-they-leave.html

The Dilemma of Creative Thinking in the Workplace

"If we all think alike -- no one is thinking very much." 

- Walt Whitman

Let me get straight to the point. One key element contributing to the dilemma of creative thinking in the workplace is fear of diversity -- fear of "too" different.  You see this "too different" causes discomfort. This is the "get out of our comfort zone" we don't consider and resist.

The comfort zone we usually address is pushing ourselves to grow, moving beyond where we currently are as our choice on our terms. This is the one most familiar when we use that phrase.

But, there's another. I call it "the diversity "dis"comfort zone". This   one allows others -  much different than us -  to come into our zone and be truly who they are even if it causes discomfort and in some cases we have to do the work to be accepting, receiving, embracing no matter the level of that discomfort. 

Read the full text here: https://www.joanncorleyspeaks.com/2016/06/the-dilemma-of-creative-thinking-in.html

A Management Tip You'll Absolutely Want to Use!

I was having a conversation with my step-son a few months back - getting an update on how his business was doing. He's part of a family owned business and was next in line to take over when his in-laws retired. He's very motivated and has grand plans for growth.

He realized that in order to execute his vision, he needed to develop a solid next tier management team, so he could be free to focus on strategic growth activities. Listen to the advice I gave. You won't want to miss it!

Of Note: We've worked to help managing your business, operations and people become much easier with our Smart Management Blueprint - it's a 9 building block roadmap, tested in some of the most challenging environments to substantially improve operational results while developing competent managers. 

It's highly successful because it's strategically infused with human behavior science. When you may not be able to trust the skills of novice managers, you will be able to trust the science they'll implement with the blueprint! check it out!

How is Your Performance Management Performing?

Hey that may sound like a silly question, but it's legit! Here's why…

I know that performance management, particularly for managers, can be challenging and without some basic knowledge to navigate its terrain, it feels like you're stumbling in the woods, can't see where you're going and don't know how to get out...and wish you'd never entered it in the first place.

That's why @LinkedIn Learning asked me to create a course written specifically for managers on how to Manage Employee Performance Problems. Don't let the "course" word deter you from checking it out. My approach and mantra is to keep it real and keep it simple. You'll get helpful tips, insights and strategies.

I have a fierce conviction about that mantra because I think a lot of processes and tools we use in business, particularly related to human resource management just overcomplicatesmanagement and the employee experience, wasting time and money.

Read on...