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Dated: 02-10-2014
As an executive coach on business strategy, culture and leadership, my goal is always to see my client succeed. I want to high-five them when they hit a homerun or score a touchdown. I want them to have experiences that will lead them to achieve their goals: increased sales, better performance, healthy growth, and stronger culture to benefit all stakeholders.
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8
Dated: 02-10-2014
Innovation is vital and when leadership creates an adaptive culture, it is much more likely to emerge. Culture is a set of values, beliefs, assumptions and norms that people have in common. The stronger the agreement to the values, beliefs and norms that constitute the culture, the stronger the relationship to behavior. Think about how national culture influences people to act in a particular way. No one has to tell Americans to be individualistic or Japanese to be group oriented—it comes naturally.
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8
Dated: 02-10-2014
The word agility is on the lips of leaders worldwide as they try to increase their ability to anticipate change and respond efficiently and effectively. However, many HR executives focus on inserting agility into existing HR processes. Creating the Agile Organization turns its focus on agility itself and asks the question: If agility is the goal, which HR processes should leaders focus on changing first to enable it? The answer: learning and performance management.
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8
Dated: 02-10-2014
Martin Luther King announced in 1963 he was “proud to be maladjusted.” There are certain realities, he argued, we should not entertain and need not adjust to as leaders.
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8
Dated: 02-10-2014
News item: Leaders at General Motors, Oracle and DuPont are proving you can move up from HR bottoms and humble beginnings, exceed environmental goals, and sustain a positive and progressive leadership inversion—all the way to the top.
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