Articles tagged "Effective Leadership"
What can basic random words, adjectives, tell you about your leadership? I believe quite a bit. Let me explain. Last week a colleague and I were discussing various ways to help leaders visualize and internalize specific changes needed to help them, their teams, and their organizations to be even more effective. A simple way to do this is to simply analyze your leadership adjectives. The words used to describe your leadership often describe your leadership challenges.
How much of an impact is your leadership having on your organization’s culture? If you don’t already know, it’s time to stop and assess its impact. If you do already know, and the impact you’re having isn’t positive, what are you doing to correct it?
If you already know the impact your leadership is having on your organization’s culture is not positive, what are you doing to correct it?
As you look to the next 12, 24, or 36 months, is your board of directors composed of the right people with the right skills, energy, and expertise to help you drive towards your vision? Are you as intentional in recruiting, onboarding, and developing directors as you are with key staff? Is your board a key to your organization’s success. Or, are your initiatives, pace, and success limited because your board believes they’ve fulfilled their responsibilities if they show up, vote, and leave?
Being ‘disruptive’ in the professional world has become a trendy moniker for many. In the past few years, thinking, behaving and leading to disrupt has become the latest ‘in’ professional strategy to reinvigorate, innovate, or potentially save positions, teams, products, and organizations otherwise moving too slowly to stay relevant and viable. There’s nothing new to the idea of needing to innovate and change to stay relevant. The former leaders of Kodak, Blockbuster, and BlackBerry can attest to this. So why is there so much intrigue with being ‘disruptive’?
Why is there so much intrigue with being ‘disruptive’?
It doesn’t take much for a leader to show she cares for her team. My company is wrapping up a ‘listening’ and training tour for one of our clients. The new CEO asked us to provide leadership training to help her managers and supervisors enhance their own and their teams’ performance and outline a list of feasible solutions she could move forward to help them, help their teams, and help their customers. However, instead of simply jumping in with a training program on enhancing leadership skills, we included a critical sequencing piece to the training solution: