The Leadership Insights Blog by Liz Weber, CMC, CSP

Effective Leadership Strategies to Boost Your Business

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Category: Leadership Development

Is Leadership Training More Important Than Flowers?

I just got off the phone with a prospective client. They have serious employee and management retention issues.

Why I Won’t Hire You – or Even Interview You

That title may sound a bit rough for some of you, but if you're looking for a job - or you know someone who is - pay attention.

Leadership Development and Succession Planning: They’re Not Just HR’s Responsibility

We're making headway, but many executive managers in the public and private sectors still believe the human resources department is primarily responsible for leadership development and succession planning.

Good Managers Are Not Necessarily Good Leaders

I was speaking with a client recently about his company's heir-apparent: his son. He wants his son to take over as the company "leader" in a few years. His son is very organized.

Is It Time to Clean House and Simplify Your Business?

“Great leaders are almost always great simplifiers” – Gen Colin Powell My husband and I are finishing two construction projects.

If You Want Change, You Need to…Change

Change is hard. Changing the way we think, behave, work, and lead others is really hard. It takes dedicated, intentional focus.

Control Freaks

It's happening again. We've been contacted by several clients all dealing with the same issue: current top management is ready to move on (retire, sell, quit, transfer to a new division, etc.) and there's no staff ready or able to replace them.

Love to Hate Meetings

If you ever want an easy topic to generate debate among a management team, try: Meetings - A waste of time or an effective use of time?

Developing Your Future Leaders: It’s Your Responsibility

Many business owners still believe their Human Resources (HR) department is primarily responsible for developing their organization's future leaders.

Directors Direct. Managers Do.

Recently a colleague asked me for advice to help him with one of his clients. My colleague's been working with this particular client for several years, but it's getting to a point of frustration where my colleague's ready to walk away.