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Hey, Millennials: Are You Really Being Honest?

Posted on February 26, 2015 by The Soderquist Center | 0 Comments

Honesty goes beyond just not telling lies. Our society agrees that deception should be avoided; you don’t need a blog post to tell you that lying is unethical.

Honesty has multiple dimensions, though. One facet of honesty is that of being open and direct. As a twenty-something, it can be intimidating to be candid at work, especially with coworkers who are older and more experienced than you. Still,...

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What’s your price? (The Cost of Values)

Posted on February 24, 2015 by The Soderquist Center | 0 Comments

I’ve often heard people say, “Values don’t matter until they cost you something.” When I’d hear someone say that, I’d usually smile and nod my head in subtle agreement, never fully considering the meaning of that statement. It wasn’t until I actually faced an important values dilemma that I realized both the meaning and the irony of that phrase. Each of us employs values to guide everyday behaviors,...

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No Feedback Please

Posted on February 20, 2015 by The Soderquist Center | 0 Comments

Personality Assessments can be fun and they can also be akin to a root canal. One of the things I learned, or should I say was confirmed about me when I took the Birkman Assessment, was that I really like to give direct and concrete feedback, but I didn’t like it when someone was direct with me. In fact, it’s really like being able to dish it out...

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Being Led Up

Posted on February 19, 2015 by The Soderquist Center | 0 Comments

Ashlyn’s recent blog post on Leading Up gave me some things to think about, specifically, how well can I be led when someone else needs to lead up?   Building on her observations of our pickup basketball game, there are at least three things that stand out that leaders need to be able to do to answer that question.

Be approachable.  The fact of the matter...

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The Four Corners of Candor

Posted on February 17, 2015 by The Soderquist Center | 0 Comments

 

Tone at the top. Candor starts with the organizational leader, be it the CEO, division president, department manager or shift supervisor. How candid is this leader with the people over which he or she has positional authority? Candor and its cousins (transparency, trust, etc.) must be effectively modeled to give people a reason to believe they can also be candid. Better yet, that it is to be expected....

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