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Dated: 04-01-2015
In celebration of World Leadership Day - March 31st, and the Leadership 500 Awards, we celebrated and inspired leaders around the world at our annual conference, LEAD2015. Check out this year’s top award recipients.
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Dated: 04-01-2015
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Dated: 03-31-2015
Look at any employee opinion or satisfaction survey and you will see that one thing employees want more of from those who lead them is a relationship. They want to have open, honest, two-way conversations about their abilities, interests and options. They want their managers to listen to their perspectives, offer their points of view, and provide encouragement and support. They don’t expect their managers to have all the answers, but they really want to have the dialogue.
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Dated: 03-31-2015
When two disciplines collide, bad or good things can happen. Bad things happen when the collision fragments a discipline into disparate parts. Good things happen when discipline collisions inform each discipline.
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Dated: 03-31-2015
The list of high priority issues confronting most leaders today is by all accounts long and growing.Competition, Stakeholder Value, Revenue Growth, Employee Engagement, Talent Management, Acquisitions and the list continues. While all of these and more are very real in most organizations, the common denominator influencing a successful response may very well be trust. Leadership trust to be specific. Sure there are other factors at play here but absent trust in your leadership, your capacity to turn these “front burner” issues into opportunities may be limited.
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Dated: 03-31-2015
Stories have power. They have the potential to energize, inspire, and motivate. They help us make an emotional connection and move people in ways that facts and figures can’t. Every leader has a story – the collection of events, perspectives, values, and behaviors that represent who you are as a leader. It evolves from your unique set of experiences. It communicates a message of identity: What you believe in, what drives you and defines you as a leader, and how you perform.
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Dated: 03-31-2015
Many people think that we need a different approach in developing female leaders. Several organizations are leading the way for female development programs because of a perceived need to bring women along a different path than men when it comes to fostering leadership. Programs encourage women to be more aggressive in pursuing leadership opportunities and to work harder to raise their profiles as prospective leaders. Much of that leadership development has value—to a point.
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Dated: 03-31-2015
Every day we hear from company leaders that they are in desperate need of more strategic thinkers in their organizations.The increasingly uncertain, volatile and rapidly changing world they compete in requires a more agile mindset and adaptive skill set. Many industries face disruption by unfamiliar players using new technologies. Such fallen giants as Kodak, Blockbuster, Blackberry or Borders failed to adapt in time, while new emerging giants like Uber and Airbnb are adding more victims to the heap of failed businesses.Today’s high pace of change means that strategic leadership is at a premium. Only those companies that can be nimble and pivot with the market shifts will succeed. To do this,they need leaders who can think outside the box and manage in a truly strategic way.
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Dated: 03-31-2015
Most successful business leaders share two common traits: 1) they have a clear point of view about their subject matter, and 2) they have the self-confidence to share it freely with others. But how many business executives can say they’ve developed and shared their leadership point of view? How many have given serious thought to how they define leadership, or take the time to reflect on their leadership values or beliefs?
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Dated: 03-31-2015
Your organization probably has a leadership competency model. It has probably been carefully crafted, with significant thought and heated debates like “Should we use the word ‘adaptability’ or does ‘proactive’ better get at the core of what we mean?” Yet regardless of how carefully thought out your model is, I have observed three significant traps of leadership competency models during my work and interaction with organizations of various stripes and sizes. Below I outline these three common ailments and restorative practices that can help to ensure that your organization is best developing its leadership talent.
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