Today's article for leaders is about how you can make a difference - a tangible positive impact - as a leader, and how some of us are dirty cheats.
| Website | https://www.jonmechan.com |
| Newsletter | https://www.jonmechan.com/#comp-kz88t4p5 |
Jon Mechan
- 22 Followers
- 41 Following
- 32 Posts
Executive coach and business leader. I write about how to improve your leadership skills and impact.
Today I wrote a pretty long piece about a bully and how leadership styles can be A Big Thing.
https://www.jonmechan.com/post/exploring-your-leadership-style
I suffered a terrible affliction last week - the dreaded man-flu.
But it put me in mind of how support structures can be very important in life and business.
I wrote about how you should find your people...
Change can be hard to spot if you observe it on a micro- or short-term basis. If you reflect over a longer period of time you can truly understand how far you've come. That's the subject of today's article.
A couple of weeks ago I talked about the fact that people don't quit jobs, they quit bosses.
Today I've written about how to be a boss that people don't want to quit.
https://www.jonmechan.com/post/how-to-be-the-boss-no-one-quits
How to Be the Boss No-one Quits
People don’t quit their job, they quit their boss. Jon! You wrote about this last time! Don’t worry, I’m not really repeating myself. In fact, I owe you an apology. I did a little bit of a bait-and-switch last time. I wrote about how to quit your job gracefully. This time I want to take the perspective of a leader - how do you become the sort of boss that people don’t want to quit? There are a lot of things I could list out here, but really it boils down to two main factors, and I think to be su
@matthew Yes...I have heard it used to denote someone that perhaps thinks too short term or lacks big-picture thinking. I don't like labelling people like that though - often if you adjust the context and give the appropriate support people can achieve more than you'd expect.
@james I left in '88 and first went back after nearly 20 years. It was strange...different and the same. Hard to relate to....and the flats that we'd lived in were gone - replaced with something newer and taller. It brings back strange melancholic feelings.
People don't quit jobs, they quit bosses.
Sometimes it's time to move on and take the opportunity to prosper elsewhere. Today's article is about how to do that whilst maintaining a positive mindset...and not burning any bridges. How to make a graceful exit...
How to Make a Graceful Exit
People don't quit their job, they quit their boss. At least according to 74% of respondents to a Gallup survey a few years ago, anyway. There are many reasons why someone might decide to leave a job. A bad boss is one of them. Poor management of the team or company. Misalignment with values. Too much work. Too little work. Boredom. Lack of progression. Better opportunities elsewhere. Better pay or conditions elsewhere. Whatever the reason, I think it's important to try to leave gracefully and wi
This week's article is about how as a leader you can reinforce the culture that you want in your team. I hope you find this helpful!
https://www.jonmechan.com/post/setting-the-right-cultural-tone
Setting the Right Cultural Tone
A man walked into a bar... Wait, we're not really doing that are we...? Bear with me... A while ago, I wrote about how you as a leader can define your organizational culture. Today I want to take that a step further and ensure you're maintaining the right tone on a day-to-day basis. I'm going to start with a story - originally from Michael Tager on a twitter thread here, which I'm paraphrasing for you below. A man walked into a bar for an afterwork beer. It was a bit of a dive - a crustpunk bar
The topic of what to communicate and how, as a leader, came up recently. Today I've written a bit about that, and how to develop your leadership voice.
https://www.jonmechan.com/post/how-to-develop-your-leadership-voice
How to Develop Your Leadership Voice
A client recently moved into a C-level role in a new organisation. They have a million and one things on their plate right now. One key issue is around communication - what, when, and how to communicate with their peers, stakeholders, and team. A challenge for many leaders as they climb to more senior roles is developing executive presence, or a leadership voice, rather than a lack of strategic ability. This can sometimes be perceived as a lack of ‘readiness’, and the best way to combat this is