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Friday, January 30, 2015

7 Ways Highly Successful People Achieve More

Some people get more done than others — a lot more.
Sure, they work hard. And they work smart. (While "smarter, not harder" is fine, smarter and harder is way better.) But they also possess a few other qualities that make a major impact on their performance:
1. They do the work in spite of disapproval or ridicule.
Work too hard, strive too hard, appear to be too ambitious, try to stand out from the crowd... and the average person resents you. It's a lot easier and much more comfortable to dial it back and fit in.
Pleasing the (average-performing) crowd is something highly productive people don't worry about. (They may think about it, but then they keep pushing on.) They hear the criticism, they take the potshots, they endure the laughter or derision or even hostility... and they keep on measuring themselves and their efforts by their own standards.
And, in the process, they achieve what they want to achieve. (Which is really all that matters...

To read full article, click here.
Source: Jeff Haden (

Friday, January 23, 2015

7 Valuable Leadership Lessons From LinkedIn's Billionaire Founder

After getting a master's degree in philosophy from Oxford in 1993, Reid Hoffman was ready to enter the world of academia. But a job at Apple started a career in tech that eventually led him to cofound LinkedIn in 2002...

...Entrepreneur and author Ben Casnocha has worked closely with (Reid) Hoffman since 2010, collaborating on the books "The Start-up of You" and "The Alliance," and serving as Hoffman's chief of staff from 2012 to 2014.

In Casnocha's new blog post, "10,000 Hours with Reid Hoffman: Lessons on Business and Life," he reflects on the time spent with his mentor. We've summarized seven of the leadership lessons he learned from Hoffman.

1. Recognize that everyone has flaws, but acknowledge their strengths.

Casnocha writes that Hoffman doesn't fall into the easy trap of seeing people in a binary way, as in brilliant or an idiot, ethical or conniving.
Hoffman, Casnocha writes, "appreciates the full spectrum of strengths and weaknesses of a particular person. He'll comment on a friend's character flaw — say, self-centeredness — but in the next breath note one of their unique strengths. Flaws that cause others to completely disengage are, for Reid, 'navigable' (to use a Reid-ism) en route to their better side...

To read full article, click here.
Source: Richard Feloni (

Thursday, January 22, 2015

Is it intelligence or personality that matters?

It probably goes without saying that most organizations strive to attract the most talented people, whether it’s through direct employment, or more recently via open innovation challenges. It doesn’t always work out however. I’ve written before about studies that explore this topic, and in particular the belief that having lots of talented people will inspire and cajole the best out of each of them. The study found that having talented people in a team did little to raise the performance of less talented people in that team.
Studies throughout the past few decades have generally correlated intelligence with good performance at work. Most of these studies were conducted in an environment where the duties expected of an employee were relatively tightly controlled, and certainly didn’t account for things such as collaboration or anything outside of the job description.
A more recent study highlights how in the more modern work environment, intelligence is a much less accurate proxy for performance. The study, conducted via a meta analysis, honed studies down to a final short list of 35 that explored things like collaboration and citizenship within the workplace.
Whilst the meta analysis did reveal a small link between general intelligence and citizenship behaviours, this link was significantly smaller than between intelligence and task performance. The researchers instead found that personality was at least as influential to collaborative behaviours as was intelligence...

To read full article, click here.
Source: Ado Gaskell (

Wednesday, January 21, 2015

The #1 Way To Hold On To Your Best Performers

The number one way to hold on to your best performers is to let go of them.
Your best performers should be spending the least amount of time around you. Let them go to do their thing.

Your Best Performers Are Clear. Best performers are clear and if they are not clear they get clear, so you can let them go to get the job done. You don't have to look over their shoulder and equate whether you can see them or not with how hard they are working. They empower themselves and know the difference between self-empowerment and authority. They don't run amok and they ask for needed authority which you can give. You cannot empower them, and they know it...
To read full article, click here.
Source: Linda Galindo (

Tuesday, January 20, 2015

Introvert or Extrovert: Making the Most Out of Who You Are as a Leader

During her nearly 40-year career as a clinical and organizational psychologist and executive coach, Joan Pastor, PhD, has had the chance to assess nearly every leadership philosophy in the field. But Pastor, president of JPA International, Inc., has noticed that one tenet seems to stand the test of time regardless of the popular, and sometimes passing, wisdom of the day: it's our innate tendency to be more introverted or extroverted that plays a huge role in determining our natural approach to leadership, as well as our personal happiness and professional success.

Once people begin to understand whether they are introverts or extroverts, and to what degree, Pastor says, they can begin to unlock the secrets to their best personal leadership style.

“The idea that ‘good leaders are born not made’ isn’t true. Ninety-nine percent of true leaders never planned or chose to be leaders. They rose to the top because they were gifted and skilled in some key area, and the cream rises to the top,” Pastor says. “But when you become a leader, you have to determine to what degree you are comfortable interacting with other people and how you want to communicate with them...

To read full article, click here.
Source: Deanna White (

Monday, January 19, 2015

Great Project Management Apps -- And How Your Business Can Use Them

Well-functioning organizations consist of any number of effective cogs, and one factor that often defines them as a whole is a coordinated workflow. Team members communicate regularly and projects are completed successfully. When this symbiosis exists, it is possible to achieve even the loftiest of goals. A coordinated work effort does not appear by happenstance. Instead, it is the result of thoughtful planning, ongoing team-wide commitment, and oftentimes, the use of some great project management apps

Of course, new apps are developed and released on what seems like a daily basis, which can make it hard to know which software packages or apps to use. Here are a few examples of great project management apps, some that I have used with my Varsity Tutors team, as well as what we have learned about how to best use them:

Google Docs (and other online office suites)

Google offers a number of apps that are ideally suited to project management, including Calendar and Docs. Google Docs is especially powerful with tools that enable you to create presentation slides, spreadsheets, and text documents – and Docs retains many of the functionalities that you find in Microsoft Office.

One of the best features of in-the-cloud suites like Google Docs, OpenOffice, and Zoho is the ability to edit and share files from any location with an Internet connection. With cloud-based software, you can collaboratively revise files with your team, as well as access any document from almost anywhere in the world. You no longer need to remember which computer that file is on or where you left that USB drive...

To read full article, click here.

Source: Chuck Cohn (

Wednesday, January 14, 2015

The 2 Most Powerful Words A Manager Can Use

With all the professionalism and political correctness in today's workplace, we sometimes miss out on the fact that people really want to feel appreciated — and a 'thank you' is all it sometimes takes.
A very close friend of mine is Eleanor, who is a teacher and probably one of the most conscientious and hard working people I know. Eleanor goes beyond what is expected of her every day to make sure she brings out the best in every child in her class. She is happy to plan her lessons until late at night to make sure they are exciting and engaging.
All her official feedback and performance reviews have rated her as outstanding. What might surprise many, however, is that Eleanor has just quit a job she loves because she feels unappreciated. Instead of all the formal but impersonal feedback, all she wanted was some appreciation from another human being…
But she didn't get it.
Our local school and children are suffering a major loss, because the people managing Eleanor didn't act like people. They didn't do the one thing all of our mothers probably told us to do when we were kids: they didn't say thank you....

To read full article, click here.
Source: Bernard Marr (