#HR #RRHH Making love and making personal #branding #leadership

If you want your resolutions to stick, we recommend enrolling in an online course. Here are eight courses to make sure you keep your resolutions all year long.

Sick of traditional goal setting? Try one of these 6 alternatives to traditional goal setting that will help you accomplish great things in a new way.

Many strategy execution processes fail because the firm does not have something worth executing.

The strategy consultants come in, do their work, and document the new strategy in a PowerPoint presentation and a weighty report. Town hall meetings are organized, employees are told to change their behavior, balanced scorecards are reformulated, and budgets are set aside to support initiatives that fit the new strategy. And then nothing happens.

One major reason for the lack of action is that “new strategies” are often not strategies at all. A real strategy involves a clear set of choices that define what the firm is going to do and what it’s not going to do. Many strategies fail to get implemented, despite the ample efforts of hard-working people, because they do not represent a set of clear choices.

Many so-called strategies are in fact goals. “We want to be the number one or number two in all the markets in which we operate” is one of those. It does not tell you what you are going to do; all it does is tell you what you hope the outcome will be. But you’ll still need a strategy to achieve it.

Many of the most successful people had to fight tooth and nail for opportunities to learn new skills and advance up the corporate ladder. That’s often because what they wanted to learn and achieve wasn’t in sync with what their bosses wanted for them. You’re not a data scientist. You’re not cut out for engineering. Sales isn’t what you do. Lines like this are still used all too frequently when employees tell their managers that they want to move in a new direction.

But this is only half the story. Managers are under tremendous pressure to generate results. You have annual quotas, quarterly goals, and increasing competition. Who has time to let employees go learn skills that may not be relevant for years, or may not serve your unit at all?

I hear these challenges all the time as I work with managers at all levels, particularly in large corporations. I’ve also faced them myself with the companies I founded and scaled. It’s a tough balancing act. But I’ve learned key lessons to help managers turn lofty goals — such as making learning and development a central pillar of the workday — into real actions that mitigate damage to, and even help strengthen, the bottom line. Here’s how.

How should teams of experts working on knowledge-intensive projects be structured? Should they be hierarchical? Or will flexible, self-organized groups perform better? 

Teams often struggle with how to get the most value from the members’ expertise, to minimize conflict, to integrate their diverse expertise, and to leverage it during all phases of a project.

The traditional approach is to put the person with the most experience and expertise in charge — for example, a head coach or a chief programmer. The assumption is that this person has the expertise to make the best decisions about how to allocate tasks and responsibilities. Teams that adopt this model feature a rigid hierarchy, whereby final decisions are centralized through this single, formally designated individual.

Who isn't tired of obsessing over their body and their food? The struggle to break free from yo-yo dieting and self-sabotage is real, and yes I know it sounds a little like an infomercial, but it's actually Sheila Vier's ethos.

After successfully exiting her first company in 2015, she decided it was time to develop a company - SheilaViers.com - to help people recognize that entrepreneurs are still human and that they have all the same issues and insecurities that are human nature.

But part of being the best CEO you can be is feeling powerful in your own skin. That's what Sheila Viers helps her clients capture. I have always tried to empower women through my agency's work, and to do that you have to address issues of health, wealth, relationships with ourselves and others, and even spirituality. It has to be a well-rounded approach to achieve stasis.

Here are Sheila's best practices to manage the tightrope walk of life as an entrepreneur.

There are myriad goal-setting books on the market and an equal number of goal-setting systems, each with its own fans. Much of this ignores the plain truth – most people, when you ask them, don’t know what they want. Goals, beyond a daily to-do list, are a hazy concept for most.

You see people succeed all around you and it seems effortless for them. You feel you've stalled, or worse -- you feel like you've wasted your time doing what you're doing, and time is running out. I get it. I've been there, and I can help.

So now what? Now it's time to unleash positive change in your life once and for all. Start with a question: What do you love to do?

For those of you who struggled with the answer. I'm going to help you get there. Here are four steps to unleash positive change in your life immediately.

But they tend to wear off. The most truly productive people manage to make progress on their most important goals consistently. And while there are multiple reasons why, psychological research on motivation suggests a few steps you might be able to take to not just boost your productivity but hang onto it—depending on the way you already view your work.

For many of us, 2016 began with a promise—a promise that this year we will accomplish that which has eluded us. Often it’s the everyday things that prove most difficult—managing your schedule, treating people the way you ought to, and keeping things in perspective when chaos is at hand.

There are two reasons why we’re so bad at reaching our goals:

The first is that we bite off more than we can chew. It may seem reasonable to pick up three or four new skills to add to your repertoire, but that’s an expectation the mind can’t execute. When we try to develop too many new skills at once, they become competing priorities that leave us distracted, discouraged and overwhelmed.

The second reason most self-improvement efforts are doomed to fail is that our emotions have a nasty habit of hijacking our behavior. Without a strong ability to recognize and manage our emotions as they occur, old habits are sure to die hard

It's that time of year--leaders everywhere are charging employees with the task of establishing goals for 2018. If you've never been through a structured process, this exercise can be daunting, and frankly, feel like a big waste of time. I can assure you, it's not. 

Setting goals is critical. Goals provide direction, help you focus, prioritize your time and energy, and ensure that you can objectively prove you've advanced the company's agenda.

But just any goal won't do. Research shows that goals are not only important but also that the level of specificity and difficulty matters. Goals that are both clear and challenging drive higher levels of performance.

To set their teams up for success, many organizations use SMART goals. Google leaders use something a little different--"Objectives and Key Results" (OKRs). On Google's re:Work site, a resource that shares the company's perspective on people operations, Google explains the concept.

What is one goal you wish you could accomplish? Chances are, you have no problem naming it, so what holds you back from achieving it?

Forget SMART Goals and try compass goals instead. You'll learn why SMART goals have been keeping you behind, and what to do to fix it all!

Goals and goal setting can be challenging, so check out my proven goal setting strategy that will help you set AND complete challenging goals.

Ever wondered what the best bosses whisper to their employees to get them motivated and glad to be working every single day? Here's your chance to find out.

You're pouring all your energy into a goal expecting an outcome worthy of the effort you're putting in. Yet, months have come and gone and you're not where you want to be.

Maybe your business isn't growing as much as you anticipated. Maybe your weight isn't sliding off as easy as you expected. Your level of motivation is like a boxer who's on the ropes and is close to being TKO'ed.

It's in these very moments where it's tempting to wave the white flag, especially with self-doubt and negative chatter whispering in your ear. You'll have moments where your hard work seems to be for nothing. Results seem like a distant fantasy.

But, this is part of the journey of growing as an individual.

It's during these times when your perspective is of the utmost importance. Here are five effective ways to stay motivated about your goals, even when you feel like giving up.

There are myriad goal-setting books on the market and an equal number of goal-setting systems, each with its own fans. Much of this ignores the plain truth – most people, when you ask them, don’t know what they want. Goals, beyond a daily to-do list, are a hazy concept for most.

The way most people approach New Year’s resolutions is deeply flawed. So it’s no surprise that according to research just 8% reach their New Year’s goals. I have a lot […]

One of the biggest roadblocks to success is the fear of failure. Fear of failure is worse than failure itself because it condemns you to a life of unrealized potential.

A successful response to failure is all in your approach. In a study recently published in the Journal of Experimental Social Psychology, researchers found that success in the face of failure comes from focusing on results (what you hope to achieve), rather than trying not to fail. While it’s tempting to try and avoid failure, people who do this fail far more often than those who optimistically focus on their goals.

This sounds rather easy and intuitive, but it’s very hard to do when the consequences of failure are severe. The researchers also found that positive feedback increased people’s chances of success because it fueled the same optimism you experience when focusing solely on your goals.