Dharmesh Shah’s Post

Dig this to the core, I've seen a ton of managers who macro-neglect the unique proposition that their team and individual employees bring in. It is always top-down view which kills the true innovation, R&D. When teams are nimble and small, this is invisible and largely there is a chance for taking opinion but as and when you see a big company. There are people who can kill this spirit, making them leave or useless in the team.

People don't like to be micro-managed. But they also don't like to to be macro-neglected. One of the most powerful things leaders can do is to help people master their craft and raise their currency. The best want to get better.

Important and interesting perspective I have heard in recent times. While micro-management hurts, macro-neglect hurts real bad too! Thanks for sharing Dharmesh Shah.

Managerial neglect is just as problematic as micromanaging. The relationship with leadership is one of the top factors impacting employee motivation. Everyone talks about a leader whose hawkish approach to managing leaves employees feeling undervalued and uninspired, but it's rarer to hear about leaders whose approach is to fly high in the sky and never look down. Employees want leaders who know when and how to check in, lift up, educate, and encourage. A good leader/coach knows that giving the right attention and dedicating the proper amount of time to their employees/coachees builds trust, inspires innovation, and encourages personal growth - both the leader's and the employee's. Neglecting this critical aspect of your leadership role leaves collaboration and progress withering on the vine.

Strong and effective leadership is like a gift to your team. Learn how to bring the best out in your team and they will bring the best out in you.

In a similar vein: rewarding individuals (and not the whole team) will breed resentment over time. But rewarding your entire team will make contributing members feel ignored. Your team needs ✨both of these✨ to be happy, healthy, and aligned. Striking the right balance fosters collaboration rather than competition. The trick is building authentic relationships so you know when (and how) to recognize your team correctly. *** Struggling to get your team aligned? DM me and we’ll chat about what’s going on.

Hot Take: Why investing in PEOPLE is the ultimate POWER move It's easy to get caught up in chasing quick wins. With a looming recession, everyone is tightening their belts and hoping for the best. But the leaders who truly stand out understand a fundamental truth: Your people are your greatest asset. Investing in their growth and well-being isn't just the right thing to do, it's also a strategic move with powerful long-term implications. While others are focusing on the near term, leaders who play the long game will: - Have happier customers - Have a stronger and deeper company culture - Generate extensions of themselves for years to come Investing in people is not only great for your current business, but you are guaranteed to create excellent examples for others to see if/when an employee leaves.

Top leaders turn small moves into big wins. Likewise, self-improvement seekers harness simple habits for extraordinary future outcomes. Less talk, more action. Results speak louder than words.

The fastest way for leaders to burn out their people: #1: Constantly change their priorities #2: Do not give them any control over their own success #3: Show no signs of any of this changing in the future

Leaders of organisation/system change can learn greatly from social movements. There's abundant scholarship, going back decades, about leading large scale change. Specifically, movement leaders can teach us: 1) Why change fails as well as succeeds 2) How, when change is multifaceted, we need multiple perspectives 3) Tactics for addressing resistance to change on a big scale: https://t.co/z504SaxPgR By Greg Satell