Comments for Peter Barron Stark Companies

Comment on How Do You Handle a Brilliant Jerk? by Bill Loeber

Bill Loeber — Wed, 21 Sep 2022 20:53:46 +0000

Jerks tend to have high individual achievements, and that is how they operate in a work environment, more as loners. They see their personal achievements as the end-all and be-all. A good manager sees the team’s results in aggregate. One way to coach a “jerk” is to tell them that if they want to advance in the organization they must learn to see how they can apply their gifts so that the team performs at a higher level. This means assisting other team members where they can. Then give people feedback based on how well they help team dynamics and results. At Hewlett-Packard where I was a manager for many years when I evaluated people I always made sure to reserve the highest rankings for people that showed how they helped the TEAM do more, not just their individual productivity.

Comment on 10 Steps a Leader Can Take to Rebuild Lost Trust by kim

kim — Thu, 25 Aug 2022 04:05:07 +0000

3 years ago my organization had a massive restructure that was handled very poorly.
Management repeatedly and openly lied to us and then were angry that we called them out.
Redundancies were enacted , morale and trust were nonexistent even in areas that were not directly impacted.
Discretionary effort evaporated. Good and long term staff resigned in increasing numbers .
Those leaders have now retired/ jumped ship to more luctrative positions. Their replacements (underlings that were aware of the entire process) are acting as though “nothing to see here ” everything is wonderful and yet they refuse to acknowledge or address the damaged legacy as they are products of the same development environment.
As such the distrust is now entrenched and palpable, attrition and sick leave through the roof and recruiting targets routinely failing to be met.
Why is it that leaders of organisations who trumpet values such as; honesty, courage ,loyalty and integrity VERY rarely, if ever demonstrate them to their people yet demand that staff live and die (Fired) by these same values ?

Comment on Why Leaders Need to Ignore the Golden Rule by Shadreck Sigauke

Shadreck Sigauke — Thu, 28 Jul 2022 11:42:59 +0000

Fantastic stuff. Keep the fire burning and I will definitely see you at the top because the bottom is overcrowded. I extremely do enjoy your informative and educative scripts for sure.

Comment on 10 Steps a Leader Can Take to Rebuild Lost Trust by Claire Masters

Claire Masters — Mon, 31 Jan 2022 14:36:07 +0000

I now understand that rebuilding lost trust is not easy and one way this could be done is by open communication and asking the members which approach is an effective way of rebuilding it. If I manage a big non-profit organization, I would understand how important building an efficient and functional leadership is. It would be nice for this concept to be an essential part of an institution’s structure.

Comment on Your job! Are You Doing What You LOVE To Do? by PETER HAMER

PETER HAMER — Tue, 07 Dec 2021 23:12:54 +0000

I think the Herzberg Two-Part Theory covers this topic well. The jist of it is that satisfaction and motivation are on two completley separate scales. You need to be paid well enough and feel safe to be satisfied. You need a sense of purpose, direction and belonging to be motivated.

While finding a job you love is great, if it doesn’t pay well and you do not have security (satisfiers) then it’s not worth it. But if you have a job where you are paid well, aren’t worried about getting your hours cut and you’re trated with respect but you don’t love it (motivators) , that might be the better option.

One reason that people might leave a job where they are satisfied and motivated is lack of opportunity/upward mobility.

Comment on Why Do Managers Lead with Fear? by Derek

Derek — Mon, 08 Nov 2021 12:30:58 +0000

In each big goal set small goals can give yourself to write a few words of encouragement often think about your success and happiness, after found the lack of action that we can’t meet the target of an important factor.For example, have you decided to get up the next morning exercise, then you have to start from small things to make even a little bit of action, realize the goal of any one of the biggest enemy is too much fantasy about the future, how much do you imagine your college of leisure time to play, fantasy, after the examination the family travel and so on, and considering future reality;Start small and then consider the global

Comment on Morale and Loyalty – Maintain Them During COVID by IT Business Consulting

IT Business Consulting — Tue, 17 Aug 2021 06:28:41 +0000

Thanks for sharing such an amazing blog. There is a lack of moral and loyalty values in our society and in covid mostly workers don’t do their work with honesty because of work from home. In know in-home it is difficult to give time but when people show loyalty with work they will manage it easily.

Comment on Great Leaders Need to Say “No!” by Obadan Igwilohi

Obadan Igwilohi — Tue, 15 Jun 2021 13:16:38 +0000

As a leader i cannot do the job in the program by myself . I have to say NO.

Comment on Great Leaders Need to Say “No!” by OBADAN IGWILOHI

OBADAN IGWILOHI — Tue, 09 Feb 2021 18:03:14 +0000

SOMETIMES IT IS DIFFICULT TO SAY no ESPECIALLY IF THE PERSON IS CLOSE TO YOU AND YOU KNOW THAT THEY CAN NEVER ACCEPT THE ANSWER NO

Comment on Morale and Loyalty – Maintain Them During COVID by Julia Shao

Julia Shao — Thu, 10 Dec 2020 01:32:27 +0000

Learned essential ways to be a good leader.