There's an insidious attitude permeating many companies; that when employees have their butts-in-their-seats, it means they're productive. But if you've ever seen studies on actual employee productivity, or if you've ever forced yourself to sit at your desk for eight straight hours, you know that having a butt-in-the-seat does not equal productivity.
Cognitive dissonance occurs when someone holds two psychologically inconsistent beliefs (or attitudes or opinions) that create an unpleasant mental tension.
Resiliency is your ability to quickly bounce back from failure, adversity, rejection, etc. But how do you handle these situations? Take the Resiliency Test and find out...
The top remote employees (e.g., writers, creatives, freelancers, etc.) have long known the best way to be productive when working from home. And it's a technique that you need to teach your 'suddenly remote' employees now!
Types Of Power Quiz: Do You Use Referent Power, Reward Power, Coercive Power, Legitimate Power, Expert Power or Information Power?
Ambitious employees and aspiring leaders often ask “what are the various types of power?" and "how do I get more power?" Beginning in the late 1950s, psychologists John R. P. French and Bertram Raven famously identified 6 types of power: Referent Power, Reward Power, Coercive Power, Legitimate Power, Expert Power, and Information Power. Before we explore each type (and their pros and cons), take the quiz to see which types of power you tend to use most frequently!
Optimism reflects the belief outcomes of events or experiences will generally be good or positive. Dispositional optimism (Scheier & Carver,1985; 1993) refers to broad, stable individual characteristics that are influenced by interactions between environment and genetics.
Locus of control is what an individual believes causes his or her experiences, and the factors to which that person attributes their successes or failures.
Why are some employees so happy at work (and inspired, motivated, and engaged)? And why are others unhappy, disengaged, and negative? Leadership IQ’s research has discovered 18 Outlooks that have been shown to immediately increase our positive feelings at work.
We’ve all heard that ‘you join a company but quit a manager’ and that managers drive employee engagement. But surprising new data reveals that employees’ Self-Engagement (i.e. their personal outlooks like optimism, resilience, proactivity, etc.) can actually matter more than working for a great manager!
In a landmark Leadership IQ study, we surveyed 48,012 employees, managers and CEOs across 126 organizations to find out what they thought of their annual performance appraisal process (aka performance review, or annual performance ratings, etc.). Here are the results...