Using Criticism; a Leader’s success attribute

The first thing that most people do when criticized, is to jump on the defensive side and justify themselves, trying to prove that the other party is completely wrong. What these people don’t realize is that by blocking any chance of taking anyone else’s opinion, they may lose the chance of perhaps getting an excellent advice. However such reaction to criticism is a natural innate reaction, similar to the “fight or flight” response our pre-historic ancestors had.

According to the British Psychological Society, “ The main reasons that get to leaders derailment is that they acquire an inflated sense of self-importance, grandiosity and entitlement, with weaknesses such as sensitivity to criticism, poor listening skills, a lack of empathy, a dislike for mentoring, and an intense desire to compete.”

To understand how successful people deal with criticism, we have studied 18 personalities from several industries, and came up with the 5 most important “must haves” that enable leaders to accept criticism and work with it turning it to their advantage.

To read the full blog go to www.ideasgroupblog.com

Almost half of UAE professionals may quit their jobs after the summer holidays

Dubai, UAE,  30^th August 2010 – New research from Regus reveals that UAE professionals may quit their jobs after the summer vacation due to lack of promotion and bosses that do not know, or do not communicate the company’s goals.

To read the full article visit www.ideasgroupblog.com

Five essential elements to conduct a one on one feedback session

Giving feedback to team members is not the most enjoyable thing that a manager likes to do, however as Kelvin Lord puts it, “You cannot improve what you cannot measure” and as a Leader or a manager your job is to look for constant and never ending improvements.

To make things easier for you, we have come up with five essential elements that will make the feedback session easier for the employee and the manager and most essentially link it to sustainable organizational performance.

Full blog on http://www.ideasgrp.com/blog