Below are Articles by the Author:
Brady Wilson
Displaying 1 to 2 of Articles Results
Note: CEO Refresher articles are no longer free...
"The quality of an organization is directly linked to the quality of conversations of the people in that organization."
Certain people really "get it" when you have a conversation with them. You feel like they really get you at the gut level, not just at the head level. You walk away from a conversation with them feeling deeply understood and valued. Get It! people have acquired a blend of two heart-sets; directness and pull.
Directness is the motivation to candidly assert your reality, while pull is the motivation to aggressively seek out, understand and be open to another's reality.
"The quality of an organization is directly linked to the quality of conversations of the people in that organization."
Certain people really "get it" when you have a conversation with them. You feel like they really get you at the gut level, not just at the head level. You walk away from a conversation with them feeling deeply understood and valued. Get It! people have acquired a blend of two heart-sets; directness and pull.
Directness is the motivation to candidly assert your reality, while pull is the motivation to aggressively seek out, understand and be open to another's reality.
Source(s):
Author(s):
Posted:
# Views:
CEO Refresher
Brady Wilson
2005-02-06
72
Author(s):
Posted:
# Views:
CEO Refresher
Brady Wilson
2005-02-06
72
Note: CEO Refresher articles are no longer free...
In the book, First, Break All the Rules, Buckingham and Coffman say, "It would be [most] efficient to identify the few emotions you want your employees to feel and then to hold your managers accountable for creating these emotions. These emotions become your outcomes." How do you begin to identify the feelings you want your employees to feel? Based on our own research, and the Gallup research of over two million employees in 2,500 business units in 12 industries presented in First, Break All the Rules, we have identified five feelings that matter.
In the book, First, Break All the Rules, Buckingham and Coffman say, "It would be [most] efficient to identify the few emotions you want your employees to feel and then to hold your managers accountable for creating these emotions. These emotions become your outcomes." How do you begin to identify the feelings you want your employees to feel? Based on our own research, and the Gallup research of over two million employees in 2,500 business units in 12 industries presented in First, Break All the Rules, we have identified five feelings that matter.
Source(s):
Author(s):
Posted:
# Views:
CEO Refresher
Brady Wilson
2004-12-14
185
Author(s):
Posted:
# Views:
CEO Refresher
Brady Wilson
2004-12-14
185
