I’m not kidding. It’s an important question as it relates to managing people and recognition. Do you allow your team – your staff – your boss – to be incompetent? Or do you
expect and need to have competence in everything all the time?
I ask because something happened to me this past week that:
- Highlighted my incompetence.
- Was risky for me to do personally.
- Was done under a bit of duress – meaning I was busy as all get out.
- Resulted in two very – polar opposite reactions.
Read the whole post over at Symbolist (an FOT contributor blog).
Paul Hebert is Senior Account Executive at WorkStride, Inc, and a writer, speaker and consultant. Paul focuses on helping connect best-in-class incentive technology platform to behaviors you need drive business results through employees, channel partners and consumers.
Using proven motivational theory, behavioral economics and social psychology he has driven extraordinary company performance for his clients. Paul is widely considered an expert on motivation, incentives, and engagement.
Other notable activities:
- Interviewed by the BBC on executive motivation and pay
- Quoted three times in USATODAY as an expert in incentives and channel travel programs
- Published in Loyalty360 magazine
- Writer and founding member of the editorial advisory board at the HRExaminer website
- Contributing author of “Enterprise Engagement: The Textbook: A Roadmap to Achieving Organizational Results Through People”
- Contributing author of 3 books on social media “The Age of Conversation #1, #2, and #3”