The 11 Secrets Of Irresistible People
Why are we drawn to some people regardless of their looks, wealth or status? Why do some leaders naturally seem more magnetic than others?
Travis Bradberry over at Forbes explores these secrets that set some people apart from others making them irresistible to the rest of us.
Check out: The 11 Secrets Of Irresistible People
Examples of Companies With Fantastic Cultures
Some companies just seem to get it when it comes to company culture. This week, Sujan Patel and Entrepreneur dive into the best company cultures. The best part, this piece has ten takeaways we can all learn from these companies and use for our own.
You don’t have to be as big as Google or Zappos to learn from their cultures.
Check out: 10 Examples of Companies With Fantastic Cultures
How You Can Help Your Employees Grow
The best leaders don’t just want employees to do their job. They want them to grow. Even more, the best employees want the same thing. So how do leaders who want growing employees and employees who want to grow come together and make it happen? Here’s a five-step how-to formula for getting your team up and growing.
Check out: 5 Ways You Can Help To Keep Your Employees Engaged And Growing
Taking Action on Personal Growth
It’s not what you know. It’s what you do with what you know. As leaders, we need more action and nowhere is that more evident in our personal growth. How do you take the things you’ve learned and get them to become part of your life? Here are some simple (but not easy) steps to taking action and accelerate your personal growth.
Check out: 4 Steps to Finding, Defining, and Taking Action on Personal Growth
How To Prevent “Leadership Malpractice”
Data doesn’t lie. But why do we still seem to drive our culture from the gut? How can we even begin to measure something as intangible as company culture? John Mattone not only answers these questions, but he also dives in further to give you details on how you can start measuring the right metrics for your team.
Check out: How To Measure Culture And Prevent “Leadership Malpractice”
