A Leader’s Guide to Engaging High Potential Employees

A Leader’s Guide to Engaging High Potential Employees

High potential employees are the ones who are able and willing to contribute the most to the company. These are the people, whom we all love to work with because of their passion, commitment and a constant desire to level up. They push their mental and professional boundaries for their own growth, as well as the growth of the company. High potential employees have their own set of values, principles, discipline, and manner of working. They are able to give their best to the company with confidence as they are aware of their worth an asset.

However, as much as having such people on board is an asset for the company, equally high is the risk of losing such valuable talent. Therefore, leaders have a tough task of keeping these high potential employees engaged for as long as possible in the organisation.

Body Language – a Non-verbal Morse Code Simplified

Body Language – a Non-verbal Morse Code Simplified

As a team leader, you emulate a lot more through your body language than you do with your words. You may prepare your PPT, conduct meeting and decide how you will motivate your team in a certain way. But what about the non-verbal cues that you give? This is an often neglected or least-focussed trait that influences your employees the most. In a majority of cases, it tends to overpower what you say with your words too. So here’s a quick guide to help you understand the unspoken language that you can embody.

How To Work Effectively With Your 2nd Line Of Leadership

How To Work Effectively With Your 2nd Line Of Leadership

CEOs must decide the final objective of a task, and ensure that its execution is met with unwavering focus. One of the major dilemmas that every key decision-maker has to face is that of focusing between strategy and execution. Spending too much time strategising or acquiring ideas on strategy may not just tend to delay the execution but also lead to series of other management concerns. It could derail your people management agenda as well as impact employee communication. Here are some of the things that act as red flags. Being aware and taking note of them could help you get back on track.

Why You Should Not Micro-Manage

Why You Should Not Micro-Manage

Most successful and visionary leaders have been able to find a sweet spot between micromanagement and being completely hands-off. And I feel they were probably able to do so because they could read the indicators of micromanagement. Yes, you read that right, indicators of micromanagement mean those signs that will tell you it’s time to control the micromanagement and do some damage control.