The Blog by Mark Murphy and Leadership IQ

Don't Make Constructive Criticism So Soft That People Miss Your Message

Constructive CriticismEffective constructive criticism maintains a delicate balance. When criticism is too harsh, recipients shut down emotionally, get defensive, and fail to hear a word you say. When criticism is too soft, recipients fail to hear the message that they really do need to change.
Posted by Mark Murphy on 20 June, 2016 Communication Skills, Constructive Criticism, Forbes | 0 comments | Read more →

The Hidden Flaw In Behavioral Interview Questions

Behavioral InterviewWe’ve all used behavioral interview questions—questions that ask job candidates to recount a past experience so we can assess their likely future performance. In theory, behavioral interview questions should work just fine (because past behavior is usually a decent predictor of future behavior).
But most interviewers ask behavioral questions in a way that gives away the correct answer and thus ruins the question’s effectiveness.
Posted by Mark Murphy on 16 June, 2016 Forbes, Hiring for Attitude, Interview Questions | 0 comments | Read more →

You Got Promoted To Manager, And A Coworker Is Mad: Here's What To Say

New ManagerCongratulations on getting that big promotion to manager! But, what happens if you had to compete against one or more of your colleagues to win the job? And now they’re mad because you won and they lost? Well, I’ve got bad news and good news. The bad news is that you can’t really control whether a few of your former coworkers are mad at you for winning the promotion.
Posted by Mark Murphy on 07 June, 2016 Communication Skills, Forbes, Leadership Skills | 0 comments | Read more →

Video: Say 'Thank You' To Your High Performers During Performance Reviews

Here's a frightening statistic: Only 14% of employees think that performance appraisals are useful! And high performers are especially unhappy with their reviews.

Why? Because most managers don't offer even a simple 'thank you' to their high performers. And if they do say 'thank you' it's usually vague nonsense like 'nice job' or something equally non-specific.

So this 2-minute video below shows you a very simple (but powerful) way to say 'thank you' to your high and middle performers in their next performance review.  This video is a clip from my webinar last month called Taking The Pain Out Of Performance Reviews. And it was so popular that I’m doing it again live on Friday.

Here’s a link to get your spot for Friday's live webinar Taking The Pain Out Of Performance Reviews.

 

Here’s a link to get your spot for Friday's live webinar Taking The Pain Out Of Performance Reviews.

Our renowned research on performance management has appeared in Fortune, Forbes, Business Week, HR Executive, Talent Management, and more. And on this webinar, we’ll show you the latest techniques for taking the pain out of performance reviews.

LEARN MORE HERE

Posted by Mark Murphy on 07 March, 2016 Performance Appraisal, Video | 1 comment | Read more →

Video: Make Your Presentations Highly Memorable With This Twitter Technique

If you give long presentations, people probably forget most of what you presented. In fact, the research says that people can maintain high attention for about 10 minutes. So if you want people to actually remember your presentations, every 10 minutes you need to insert a slide with a short one-line message summarizing what you just said. In other words, every 10 minutes you need to put a tweet up on the screen.

And then, how do you get people to remember all the tweets you showed during the presentation? Watch the 2-minute video below to learn a really cool trick for that!

This video is a clip from my webinar last month called The Secrets of Killer Presentations. And it was so popular that I’m doing it again live next week. Here’s a link to get your spot for next week's live webinar The Secrets of Killer Presentations.

 

 

Here’s a link to get your spot for next week's live webinar The Secrets of Killer Presentations.

We’ve compiled the latest presentation skills from neurologists, visual designers, speech writers and psychologists, PLUS the most cutting-edge presentation technologies from companies like Emaze and Prezi, and packed them into a 60-minute, interactive presentation that will get you up to speed with the best presenters in the business.

 

 

Posted by Mark Murphy on 03 March, 2016 Communication Skills, Presentations, Video | 0 comments | Read more →

You’re 87% More Likely To Love Your Job If You Work From Home (i.e. Telecommuting)

Note: This study first appeared in Forbes on January 24th.

Only 24% of people who work in an office say they love their jobs. But 38% of mobile workers and a whopping 45% of telecommuting workers love their jobs!

During January, Leadership IQ surveyed 3,478 employees using an online test called Is Your Personality Suited To Working Remotely Or In The Office?.

We discovered that people who work from home (aka telecommuting) are almost twice as likely to love their jobs than employees who work in traditional co-located worksites (like office buildings). And mobile workers (i.e. using multiple workspaces, in and out of the office) were about 58% more likely to love their job than their office-based peers.

First we asked people where they usually work (in an office, mobile, or telecommute). And then we asked people to rate how they felt about their job (love, like, tolerate, dislike or hate). Here’s what we found…

love their job working from home

Note: For research purposes, respondents’ typical working situation is as follows: 22% chose Mobile work (where you use multiple spaces both in and out of the office), 13% chose Telework or telecommuting (in which you work primarily from a home office), and 65% chose a Traditional worksite (like an office building).

It’s clear from the chart that people who work remotely (whether telecommuting or being mobile) are significantly more likely to love their job. And employees who work remotely are significantly less likely to dislike or hate their jobs.

Parenthetically, every time we see the latest statistics about the sorry state of employee engagement, perhaps we should ask whether those employees are working in traditional offices or working remotely.

Now, some cynics will look at the data and say ‘of course telecommuters love their jobs, they sit in their pajamas all day doing nothing!’

Fortunately, we have some data from the test that debunks this notion. Two simple ways to test ‘why’ telecommuting employees love their jobs is to look at their ambition and how they meet deadlines.

To assess ambition, we asked respondents to choose between two statements…

  • Being 'average' in my work is a truly terrible thought for me.
  • I like to be good at my work but I don't need to be the absolute 'best.'
Obviously, those who can’t stand to be average are going to rate as having more ambition than those who don’t need to be the best. So, if we take everyone who said they love their job and we look at their ambition, remote workers (telecommuting and mobile workers) display more ambition than those in traditional worksites. Here’s the chart…

working from home ambition

If you want a workforce filled with hard-charging go-getters, whom would you rather hire: people who can’t stand being average or those who don’t want to be the best? Of course, you want the former. And the data shows that telecommuting and mobile workers who love their jobs are more likely to strive to be the best.

 We also discovered significant differences between remote workers and in-office workers in how they treat deadlines. We asked respondents to choose between two statements…

  • I hit deadlines no matter what, even if that means pulling all-nighters.
  • I sometimes need to ask for a little more time to finish projects on deadline.

 Again, if we look at only those workers who love their jobs, we see that remote workers (both telecommuting and mobile workers) are significantly more likely to say they’re willing to pull all-nighters than their office-based peers.

 working from home deadlines

Here’s my interpretation of the data. First, we can see that remote workers (both telecommuting and mobile workers) are more likely to love their jobs than people in the office. But why? The data suggests that to love working remotely you’ve got to have a hard-charging, go-getter, self-motivated mindset.

Working remotely isn’t always easy; there’s isolation, a fear of missing out, miscommunications, and more. So it seems that to overcome those pitfalls, a successful remote worker has to be driven and hard working. There’s often less support (emotional, administrative, managerial, etc.) for telecommuting and mobile workers. So the only way for them to survive and still achieve their desired career success is to push themselves to be the best and be willing to work all night to hit every deadline.

Working remotely is not for everyone, nor is it for every company. To assess your own fit, I’d encourage you to take the free online test: Is Your Personality Suited To Working Remotely Or In The Office?

The data in this article only scratches the surface of the telecommuting issue. But I do hope this data helps dispel the stereotype that working from home (i.e. telecommuting) means sitting in pajamas, watching television, doing laundry and only occasionally working.

To work remotely and love it requires striving harder and working longer. And while that’s certainly not for everybody, those traits are a far cry from the negative stereotypes we often hear.

MEDIA REQUESTS:
Please contact jill@leadershipiq.com to request an interview with Mark Murphy, CEO of Leadership IQ.

 

 

 

 

Posted by Mark Murphy on 22 February, 2016 Research, Telecommuting | 0 comments | Read more →

Excerpt from the Science of Leadership Academy: Overview of Accountability

We've gotten so many requests to see a sample video from the Science of Leadership Academy (our collection of 20+ hours of online leadership training) that we've put up a snippet for you!

This snippet is about 11 minutes long and gives an overview of the Stages of Accountability. In the full academy, the videos that would follow this one show leaders how to manage employees in each of these stages (e.g. what do you say when employees blame or make excuses?).

After you watch the video, if you want a full trial of the Science of Leadership Academy, visit here and request a demo.

Posted by Mark Murphy on 19 October, 2015 Leadership Skills, Video | 1 comment | Read more →

Video: Here's How To Respond When You Get Constructive Criticism

We are all going to get criticized at some point.  So the key is learning how to respond to constructive criticism.  Mark Murphy shows you a 4-part model that will instantly help you respond more constructively when you get hit with constructive criticism.
Posted by Mark Murphy on 08 September, 2015 Constructive Criticism, Video | 0 comments | Read more →

Videos: Clips of Mark Murphy's Speeches and Leadership Training

Mark Murphy, is the founder of Leadership IQ, a New York Times bestselling author, a contributor to FORBES & LinkedIn.  And he’s lectured at The United Nations, Harvard Business School, Microsoft, IBM, MasterCard, Merck, and more.  Because we've gotten so many requests for one simple page of clips from Mark's speeches, we made this post.
Posted by Mark Murphy on 08 September, 2015 Leadership Skills, Video | 0 comments | Read more →

Data: Employees Need More Resilience

Leadership IQ recently conducted a study involving over 30,000 employees. And among the many questions we asked was "When I really make a mistake, I immediately start looking for another chance to try again."  You can see from the chart below that there's a lot of room for improvement on this issue... 

Posted by Mark Murphy on 25 August, 2015 Employee Engagement, Research | 0 comments | Read more →

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