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Doporučuju inspiraci pro ty, kdo chtějí zlepšit soft-skills
Sleduji a sdílím inspirativní články, podcasty a knihy, které vám pomohou zlepšit vaše soft-skills.
#SoftSkills do #techu patří
#SoftSkills témat je ale mnohem víc. Přesvědčte se sami!
*sdílené články jsou řazeny od těch podle mě nejlepších po dobré
Najděte inspiraci pro svoje soft-skills
How to Talk to an Employee Who Isn’t Meeting Expectations
on hbr.org
Approaching a conversation about improving an employee’s performance requires preparation, empathy, and a focus on collaboration. Even though hearing the truth about their current performance will be tough and potentially hurtful, it’s a teaching moment managers must embrace to help them become more resilient and adept at problem-solving and developing professional relationships. The author offers several strategies for treating difficult performance conversations not as fault-finding missions but instead as opportunities to work collaboratively to define a shared commitment to growth and development.
Overcome Your Fear of Giving Feedback
on hbr.org
Managers often have preconceived notions that can act as a barrier to giving timely, helpful, and honest performance feedback. Three of the most common preconceived notions are: 1) the feedback conversation is going to be long and drawn out; 2) the feedback needs to be perfect; and 3) the feedback might be taken the wrong way. It’s understandable that you don’t want to upset your direct reports. Nevertheless, other people’s reactions and responses to feedback are largely out of your control. What is not is being clear about what you’re observing and requesting, naming the impact, focusing on strengths, developing actionable next steps, and delivering the feedback with care and curiosity.
When Your Employee Feels Angry, Sad, or Dejected
on hbr.org
Dealing with employees' negative emotions isn’t easy, but knowing what to do or say can make a huge difference to their well-being, the quality of your relationships with them, and team performance. The trouble is that many leaders fail to respond at all because they think discussing emotions at work is unprofessional or worry they don’t have the right to intervene in personal matters. That’s a mistake. Research shows that teams whose leaders acknowledge members’ emotions perform significantly better than teams whose leaders don’t.
Ask Your Employees These Questions. They Will Thank You
on hbr.org
Leaders can’t rely on organizational mission statements to inspire employees. They have to help their people find inner purpose. One way is through action identification theory, which explores the levels of meaning attached to any task. Another is through regular check-ins that help employees think about what they’re good at, what they enjoy, what makes them feel useful, what propels them forward, and how they relate to others.
Why managers have more bad days
on zaidesanton.substack.com
Being a manager is not for everyone, and it shouldn’t be. Stop and consider your options if you were pushed into the role and suffered through it every day. But for some of us, it passes. The lows become manageable, and the highs no longer sweep you off your feet. We are a very adjustable species.
What It Really Takes to Be a Manager
on open.spotify.com
In this episode, Ellen Van Oosten answers questions from listeners who are struggling to move into management. She advises what to do when you’ve been tapped for a managerial role but don’t want the job. She also discusses how to respond if your supervisor is blocking you from earning a promotion into management and how you can move to manager even if you only have informal management experience.
New Managers: You Don’t Need to Know It All
on hbr.org
Becoming a manager doesn’t mean that you have to have all the answers. And you shouldn’t feel pressured to have them, either. Giving yourself permission to not know everything opens opportunities for trust-building and learning within your team, fostering growth and yielding thoughtful solutions.
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