Disagreement and challenge are healthy activities. Without them, teams are denied innovation and progress. But too often, misunderstandings mean that discussions ending acrimoniously. What we need is a better way to disagree.
Before we start to pick holes in others, we need to look at ourselves first. That's why managers whose attitude is, "this is who I am, deal with it" are so toxic, and why the higher up the ladder they climb, the worse the fall-out can be.
British banker Anton Casey ought to know all about cultural intelligence. His lack of it saw him flee Singapore after making spectacularly insensitive comments about his adopted home. But beyond the stupidity of one man, the point is that CQ is more than just a "nice-to-have".
No-one else knows what's best for us. So advising others, educating others, making decisions for them, plotting and planning their journey and crafting their strategy for moving forward is not our responsibility, nor should it be.
For the leaders of global business units, the focus on achieving their own targets can become a barrier to growth for the organization as a whole. That's why building enterprise-wide growth requires focused collaboration and a special mind-set.
To present effectively, you need information at your fingertips. And if you want your memory to work effectively, your mind must, at some time, have paid full attention to the subject it is expected to recall later.
Many organizations treat their machinery better than they treat their people. The reason is pretty simple. Thanks to accounting rules, machines are viewed as investments and people as costs. But in today's service-oriented economy, this is madness.
Great leaders spend years honing their skills. There's no pre-ordained template that they can tap into for wisdom. There's no magic potion or quick fix. And even your smartphone won't help you with this one.
At the heart of all workplace and management issues are people. It's people who make or break the bottom line, which means that your HR people can add real value to it – if you let them.
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