Fast Friday with Paul Ronan, Executive Director, Ontario Parks Association
As head of the Ontario Parks Association, Paul Ronan exudes energy and passion for his work. His enthusiasm is completely infectious and don’t even get
May 21, 2010
Toyota’s damage control… is it working?
Have you seen Toyota’s new ad campaign? It’s a slick little number designed to rebuild their brand reputation after a giant recall of over eight
February 9, 2010
Managing expectations
Here’s a little trick I learned from a consulting colleague about how to manage the expectations of yourself, your boss or your direct reports. You
February 3, 2010
The trouble with blindspots
Recently, I had a conversation with a client about the evils of 360 feedback (for the uninitiated, this is when you get feedback on your performance
January 26, 2010
Under the microscope with Stephen Harper
Ah, the joy’s of public leadership. Every trip you make gives people like me fodder for a blog. This one’s courtesy of our illustrious leader,
January 6, 2010
How to lose friends and alienate people
A key skill for any leader is the ability to build rapport with colleagues, clients and stakeholders. So, in an effort to help you get
January 4, 2010
BLOG CATEGORIES
Menu
RECENT POSTS
More Than Meetings: How to Create Real Momentum in Your Team’s Rhythm
When you look at your calendar how many meetings do you see that have led to productive planning, true innovation or clear decision making in
Top Three Takeaways from Teams + Missed Targets: Teams + Missed Targets: The hidden impact of energy and bias on results
At The Roundtable, we’re always looking for ways to help senior talent professionals and team leaders elevate their impact. As part of our Talent Talks
Book Review: Exit Interview – The Life and Death of My Ambitious Career
Book: Exit Interview – The Life and Death of My Ambitious Career By: Kristi Coulter Reviewed by: Glain Roberts-McCabe The Premise: Exit Interview: The Life
Why Leaders Need to Fix the Team Before Fixing Individuals
One of the most common mistakes I see leaders make is jumping too quickly into “fixing” individuals on their teams when performance or issues with