Comments for Grow Leaders http://grow-leaders.com Reach your organization’s critical goals through training and development Sat, 23 Oct 2010 15:48:55 +0000 hourly 1 http://wordpress.org/?v=3.3.2 Comment on Paradigms by Matthew Gedeon http://grow-leaders.com/blog/2010/10/paradigms.html#comment-8 Matthew Gedeon Sat, 23 Oct 2010 15:48:55 +0000 http://grow-leaders.com/blog/?p=64#comment-8 I bet he wasn't to happy to have his paradigm shaken. I bet he wasn’t to happy to have his paradigm shaken.

]]> Comment on Self-esteem training by admin http://grow-leaders.com/blog/2009/10/self-esteem-training.html#comment-5 admin Sun, 04 Oct 2009 02:08:57 +0000 http://grow-leaders.com/blog/?p=35#comment-5 Thanks Chuck for the very thoughtful comments. Thanks Chuck for the very thoughtful comments.

]]> Comment on Self-esteem training by Chuck Cashin http://grow-leaders.com/blog/2009/10/self-esteem-training.html#comment-4 Chuck Cashin Sat, 03 Oct 2009 21:01:47 +0000 http://grow-leaders.com/blog/?p=35#comment-4 An old management principle is to praise in public and correct in private, but it is as relevant today as it ever was. Public praise gives the employee a great feeling of accomplishment and makes the other employees desire the same praise. Correcting in private does not embarrass the employee (a bad supervisory technique) and provides the venue for the employee to ask questions about how to improve their performance. If they don't ask questions, part of the correction process should be for the supervisor to provide the actions necessary to avoid the corrective action in the future. If the slave in the scripture verse conducts himself as the verse suggests, there is no doubt that the slave will gain his master's respect, but the contemporary relationship between employee and employer is not much like the master and slave relationship described in Luke. Ephesians 6:5-9 is more like current employment conditions, with favor bestowed by the master to the slave for a job well done. Notice that there is no mention in either scripture that indicates praise is part of the master's responsibility. Today it seems necessary to 'stroke' employees with approving words, which is not a biblical mandate, but given the differences in the slave/master and employee/employer relationships, it is understandable. Employees, being hired and not owned, deserve to know when they are performing well and even masters are not supposed to threaten their slaves, according to Ephesians. Your desire to compliment about specific behavior or task performance is exactly what employees need to hear, since it takes any personal admiration out of the way. (ex. "I like what you do" instead of "I like you") Would that we ALL continuously live our lives according to the Bible's instructions. It would be a much better world, but sinful man being what we are, this side of heaven, we'll need to help each other "spur one another on to good works". An old management principle is to praise in public and correct in private, but it is as relevant today as it ever was. Public praise gives the employee a great feeling of accomplishment and makes the other employees desire the same praise. Correcting in private does not embarrass the employee (a bad supervisory technique) and provides the venue for the employee to ask questions about how to improve their performance. If they don’t ask questions, part of the correction process should be for the supervisor to provide the actions necessary to avoid the corrective action in the future.
If the slave in the scripture verse conducts himself as the verse suggests, there is no doubt that the slave will gain his master’s respect, but the contemporary relationship between employee and employer is not much like the master and slave relationship described in Luke. Ephesians 6:5-9 is more like current employment conditions, with favor bestowed by the master to the slave for a job well done. Notice that there is no mention in either scripture that indicates praise is part of the master’s responsibility. Today it seems necessary to ‘stroke’ employees with approving words, which is not a biblical mandate, but given the differences in the slave/master and employee/employer relationships, it is understandable. Employees, being hired and not owned, deserve to know when they are performing well and even masters are not supposed to threaten their slaves, according to Ephesians. Your desire to compliment about specific behavior or task performance is exactly what employees need to hear, since it takes any personal admiration out of the way. (ex. “I like what you do” instead of “I like you”)

Would that we ALL continuously live our lives according to the Bible’s instructions. It would be a much better world, but sinful man being what we are, this side of heaven, we’ll need to help each other “spur one another on to good works”.

]]> Comment on Character Development by Luke Gedeon http://grow-leaders.com/blog/2008/01/character-development.html#comment-3 Luke Gedeon Wed, 16 Jan 2008 16:59:48 +0000 http://www.grow-leaders.com/blog/?p=21#comment-3 ...and what we *need* is a good kick in the seat of the pants. …and what we *need* is a good kick in the seat of the pants.

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