The First 90 Days: Critical Success Strategies for New Leaders at All Levels is a book written by Michael D. Watkins that provides guidance for leaders starting new roles, whether they are transitioning into a new job, taking on a new project, or assuming a leadership position within their organization. The book aims to help leaders navigate the challenges of the first three months in their new role and set themselves up for success. Here are five key points from the book:

1. Prepare for the transition: Watkins advises leaders to start planning for their transition well in advance of their first day on the job. This includes identifying key stakeholders, assessing the organizational culture and politics, and setting clear goals and priorities.

2. Build relationships and establish credibility: Watkins emphasizes the importance of building strong relationships with key stakeholders and team members, as well as establishing credibility within the organization. This can be done through

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Talent density, or the concentration of skilled and talented individuals within an organization, is a key factor in a company's success. In a recession, managing talent density becomes even more important as businesses face increasing pressure to remain competitive and adapt to changing market conditions.

One study found that organizations with high talent density outperform those with low talent density in terms of financial performance, innovation, and productivity (Murmann et al., 2015). This is because talented employees bring valuable skills and expertise to the table, which can help a company navigate difficult times and come up with creative solutions to problems.

However, managing talent density during a recession can be challenging. Many companies may be tempted to cut costs by laying off top performers in order to save money. While this may seem like a quick fix in the short term, it can have serious consequences in the long run.

First, losing talented employees can lead t...

Leadership is a critical component of any organization, as leaders play a crucial role in shaping the culture, direction, and performance of their teams. One of the primary responsibilities of a leader is to motivate their team to achieve high levels of productivity and performance. However, this can be a challenging task, as individuals within a team may have different needs, goals, and motivations.

As such, it is essential for leaders to understand and implement best practices for motivating their teams. In this research paper, we will explore several evidence-based strategies that leaders can use to motivate their teams effectively.

The Importance of Motivation:

Motivation is a driving force that inspires individuals to take action and pursue their goals. It plays a significant role in determining an individual's level of engagement, productivity, and overall performance.

According to Maslow's Hierarchy of Needs, motivation is driven by physiological, safety, social, esteem, and...

Let's be real: no one likes being lied to. And when it comes to job interviews, being lied to can have serious consequences - like hiring an unqualified or untrustworthy candidate, or damaging your company's reputation. That's why it's important to be able to spot when a candidate is being dishonest. Here are some tips for catching those sneaky liars in the act:

1. Pay attention to body language: Nonverbal cues can often give liars away. Look for signs of discomfort, like fidgeting, avoiding eye contact, or sweating like they just ran a marathon (even if the interview is taking place over Zoom).

2. Watch for discrepancies: If a candidate's story doesn't quite add up, or they give conflicting information, it could be a red flag that they're not being completely honest. Pay close attention to the details of their responses and don't be afraid to ask follow-up questions to clarify any inconsistencies.

3. Notice changes in language: Liars may use more vague or evasive language, or ma

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If you're like most people, you probably imagine the world's greatest leaders as serious, stoic figures with unshakeable determination and unwavering focus. But as it turns out, some of the most effective leaders possess traits that might surprise you – and even make you chuckle.

1. Sense of humor. That's right – some of history's greatest leaders have been known for their ability to inject a little humor into their leadership style. This can help to lighten the mood, build rapport with team members, and even diffuse tense situations. In fact, research has shown that a good sense of humor can improve job performance, boost morale, and increase creativity in the workplace. So next time your boss cracks a joke, don't just chuckle – thank them for their leadership skills!

2. Flexibility. Great leaders are often those who are able to adapt to changing circumstances and pivot when necessary. This means being open-minded and willing to try new approaches, even if it goes against their in

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Workplace personalization is a growing trend in the modern business world, with companies recognizing the value of tailoring work experiences and environments to the individual preferences, needs, and goals of employees. This approach to work offers a number of benefits, including increased employee engagement, satisfaction, and performance.

Personalization in the workplace can take many forms, from providing customized training and development opportunities to offering flexible work arrangements and personalized feedback and support. By taking the time to understand each employee’s unique needs and goals, organizations can create work environments that are more engaging and rewarding for employees.

One of the key benefits of workplace personalization is increased employee engagement. When employees feel that their work is aligned with their personal goals and interests, they are more likely to be motivated and engaged in their tasks. This can lead to higher levels of productivity an...

Remote work, Productivity Paranoia, Quiet Quitting, Quiet Firing...A lot of new terms are being tossed around in the world of leadership. While it is important to remain on top of trends, the blocking and tackling of the leadership is true and will remain true. Recognition being one of those truths.

As a leader, you may wonder where employee recognition belongs on your list of priorities. It turns out that it may be even more important than you think. According to the Society for Human Resource Management (SHRM), 79% of employees say recognition makes them work harder.

Unfortunately, much of that potential may be going to waste. A Gallup poll found that only one in three workers in the U.S. say they recently received recognition or praise for doing good work,

Letting employees know that they make a difference is an essential part of leadership. Study this quick guide to creating a strong culture of recognition.

Benefits of Employee Recognition Programs:

1. Reduce turnover. Revolvi...

As businesses grow and evolve, it becomes increasingly important for employees to connect around a shared vision. Studies have shown that when employees feel connected to their colleagues and the company's vision, they are more engaged, productive, and less likely to leave. In this blog post, we'll take a closer look at the results of these studies and explore the importance of team connecting in a structured way around company vision, team vision, and career vision.

Firstly, a study published in the Journal of Vocational Behavior found that employees who shared a vision for their careers were more committed to their jobs and more likely to stay with their employer. This suggests that when employees have a clear idea of where they want to go in their career, they are more likely to be engaged and committed to their current job. Companies can help facilitate this by providing opportunities for career growth and development, such as training programs, mentorship, and promotions.

Second...

Ever felt like you were avoiding making a decision? Would rather make no decision, then make the decision? Leaders are constantly making decisions. Decisions around direction, people, risks, financial, etc. Each decision you make back to back increases the risk of making a bad decision. It can quickly reach the point that you’ll actually avoid making decisions once a certain threshold is reached. There are only so many good decisions you can make each day.

Decision fatigue also leads to impulse spending. Self-regulation also suffers during decision fatigue. There’s a reason why you’re more likely to eat unhealthy food or do something else detrimental to your well-being at night.

Have you ever noticed that many powerful and successful people tend to make poor decisions at night? These self-destructive decisions often come after a long day of making important decisions at work.

Use these strategies to avoid decision fatigue and make wise decisions:

1. Make important decisions early i...

There is a great debate that goes on and on about are great leaders born or made? I happen to not engage in the debate and lean more to let's just "see what happens." The job is the only way to know for sure. I have coached, mentored, promoted, and hired many leaders. I have also seen many fail, quit, and even fired a bunch. I have also seen uncut gems of people excel in ways i would have never predicted. What I have learned, previously successful individuals with the following 10 traits seems to be a set of success predictors. Then the job and your team will determine the rest. 

It’s not easy to be a great leader. Leadership requires a unique set of skills and personality traits. Few people are born great leaders, but everyone can maximize their leadership skills and qualities.

Many of us want to be better leaders, but don’t know where to start. There are many great books on leadership skills, but the effectiveness of skills is limited without the proper personality to execute those...