“MOVING TOWARD MASTERY Don’t Stop Yourself Honor How You Learn Practice” — Erika Andersen Copy Share Image
“Achieving mastery requires breaking through the shell of your own limitations—both actual and imagined—and struggling up to the freedom and enjoyment of real skill.” — Erika Andersen Copy Share Image
“manager’s bill of rights,” those basic things that you have a right to expect from your employees. Responsible employees: Are responsive to feedback Keep… — Erika Andersen Copy Share Image
“When you’re ready to have the conversation, pick the time and place very carefully. Most people choose to terminate people at the end of… — Erika Andersen Copy Share Image
“Someone who’s responsive to feedback would listen without interrupting, blaming, or accusing; ask questions for clarity; engage in discussions about next steps; and make… — Erika Andersen Copy Share Image
“Responsible: (1) Liable to be held to account for discharging one’s duty; (2) Able to make moral or rational decisions on one’s own and… — Erika Andersen Copy Share Image
“So, what’s the key difference between a good citizen of a group and a poor one? I find that the most useful place to… — Erika Andersen Copy Share Image
“MOVING TOWARD MASTERY Don’t Stop Yourself Honor How You Learn Practice” — Erika Andersen Copy Share Image
“Achieving mastery requires breaking through the shell of your own limitations—both actual and imagined—and struggling up to the freedom and enjoyment of real skill.” — Erika Andersen Copy Share Image
“good summary: to hire people who are a good fit for your vision, your organization, and the job itself; to listen to them, challenge… — Erika Andersen Copy Share Image
“Omit any language that’s blameful or accusatory: you’re not trying to make the person see the error of his/her ways, or feel bad—you’re simply… — Erika Andersen Copy Share Image
“we don’t see any examples of her taking independent thought or action to advance her career or to grow professionally.” — Erika Andersen Copy Share Image
“Unfortunately the few employees who are consistently poor at keeping agreements often have the ability to convince you that it’s somehow your fault they’re… — Erika Andersen Copy Share Image
“Employees who consistently behave as though it is your responsibility to “make them successful”; who blame you or others for their lack of success;… — Erika Andersen Copy Share Image
