YOU’RE A FRAUD. YOU DON’T DESERVE TO BE HERE. HOW’D YOU GET HERE? If these are things you tell yourself most likely you are like 70% of the people who report that they often feel like an impostor at work. So what do you do about it? I have 4 tips to share with you that have worked for me, an impostor like you.
How do you challenge people to do their best work? Often we don’t push people because we want them to have a good experience, or we think they are too busy. We have good intentions, but it actually backfires. People don’t want to work for people who don’t care about them and who don’t CHALLENGE them. In this podcast I describe how to challenge those around you so that they do their best work and are motivated at the same time.
Know when to let someone go When do you say, “Enough is enough?” At what point have you tried everything? How many chances do you give someone to improve their performance? In this podcast we discuss how to change your mindset so that you can make the tough decisions that are right for the team, and right for the person you are letting go.
Having better performance appraisal conversations; You set clear goals, you’ve given feedback throughout the year, so why are you dreading the performance appraisal conversation? These conversations can be non-productive get people defensive. Listen to five tips for making your performance appraisal conversations have the impact they are intended to have, and seem more like, a genuine conversation.
Dealing with indecisive people People who are indecisive can be quite difficult to work with. It’s not like they are rude. As a matter of fact, it’s quite the opposite. They are typically kind people which makes it hard for them to make a decision. Regardless, indecisive people negatively impact projects, people and culture. Whether you are indecisive or not, in this podcast I give you 3 tips for helping indecisive people make decisions more quickly and effectively.
Psychological Safety Have you ever not spoken up at a meeting for fear of looking bad? Have you ever not shared an idea because the risk was too big? Chances are your team didn’t have psychological safety. Research from Harvard and Google shows that teams with psychological safety are more innovative, inclusive and generate more revenue. Listen to hear tips on fostering psychological safety and to get a tip sheet for creating psychological safety on your teams.
“Larry and I worked together to customize and deliver leadership training to a group of executives in Latin America while I was the VP of Human Resources for an international organization. It was a nine-week program in Spanish, that included two workshops in Mexico City. Larry’s style of delivery is dynamic and open, he was able to immediately establish a climate of trust which enabled the participants to contribute and learn from each other. Larry has a great depth of knowledge on leadership skills and is able to share many real examples of how these skills benefit the leader. I highly recommend Larry for any type of Leadership training either in Spanish or in English. It was truly a pleasure to work with such a professional.”
“I have known Larry O’Brien for over 10 years, and have worked with him and for him at Prudential. Larry’s leadership work was instrumental in establishing a foundational curriculum for global leadership throughout the firm. Larry possesses superior design, delivery and management skills. He is a consummate professional with a superior work ethic. He also is an expert facilitator in learning and leadership consistently earning high praise from executives and participants. I highly recommend him as a valuable asset to any team.”