Growth mindset is instrumental for creating the right performance management, as it builds resilience in people and helps them embrace challenges.
Microsoft's culture change journey has been marked by a persistent focus on going simple and establishing its essential leadership principles.
When leaders create the "conditions for insight," as NLI calls them, they're able to unlock the greatest creative potential from their teams.
There are two key habits leaders can build in their cultures to promote speaking up: minimizing a threat state in speakers and those being spoken to.
Leadership models tend to be exhaustive, rather than essential, which makes them harder to put to use. Research suggests three key habits to focus on.
Reframing a common question around transformation may help leaders reduce the sense of threat often provoked by major change.
When the right people come together, teams can think and act more efficiently. At NLI, we call this balance “optimal inclusion.”
Leaders who talk to their people about performance on a regular basis, not just once a year, do themselves the biggest favor in being unbiased.
In many organizations, performance management conversations happen maybe four times a year. NLI knows how to make them a regular part of work life.
A key aspect of organizational transformation involves leaders getting buy-in from their teams. But leadership doesn't come without followership.