It is not a single, discrete activity. It is a mindset of continuous improvement,. The workforce is changing rapidly and finding the right talent is a continual challenge for leaders. To complicate matters, technology is changing the nature, if not the definition, of work. The general technologies related to AI and machine learning are seen as having the most potential to influence these workforce dynamics.
Meyerrose will bring clarity to these rapidly evolving concepts and developments with which leaders will have to deal sooner rather than later. Employee development is a critical element for all companies and companies need the right people, processes, technologies and methodologies to keep their talent current. Organizations and the people working in them find themselves in environments that are increasingly volatile, uncertain, complex, and ambiguous VUCA. Under these conditions, tensions that are ongoing, and seemingly overwhelming can be difficult to understand, much less easy to address.
These tensions show up in all facets of organizational life including leadership control vs.
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These conflicting demands, when pursued jointly, are often referred to as paradoxes. Jean explains how to work with paradox and apply these tools to improving virtual team success. She draws on the rich research she conducted to provide solutions. Simplify Work: Crushing Complexity. We are in the midst of the fourth industrial revolution, yet have not realized the significant productivity gains that previous revolutions delivered. Author and Global Management Consultant Jesse Newton believes this to be in part because of the debilitating complexity that organizations have created over their existence.
Growing complexity has traditionally been met with added structures, processes, committees and systems. As a result, organizations often become a complicated mess, clouding strategic focus, slowing innovation and breeding complacency. In his new book, Simplify Work: Crushing Complexity to Liberate Innovation, Productivity, and Engagement, Newton delivers a newfound clarity on the case for simplification and the steps organizations and individuals need to take to unleash their potential.
Business strategist and designer Cheryl Heller shares her system for putting social design into action to solve seemingly intractable problems facing business, governments, foundations and social organizations. Five Lessons in Resilience: Overcoming Lifes challenges. During the course of our careers we face a series of challenges in our personal and professional lives. Kate talks about how she navigated her Stage 4 cancer diagnosis while holding a significant leadership role. She discusses her personal and professional journey.
She has Five Lessons in resilience that she wished my younger self knew. Whether an individual is just starting out in her career or is trying to find his Ikigai, A Japanese concept that means "a reason for being. Focusing on what you can control 3. The days may be long, but the years are short 4. Practicing the art of gratitude 5. Paradigms can put you in handcuffs — explore other perspectives Kate hopes that her triumphs and failures will help individuals realize that they can live a life of resiliency and internal prosperity.
Making the Pivot: Leveraging Opportunities. Leaders are faced with more change than any other tie in history. Navigating the fourth industrial revolution and responding to complexity that is accelerating — it is critical for leaders to identify new opportunities on the horizon and manage their risk so they can deliver the best outcome for their organization as well as for them as leaders. Greg Moran talks about his career choices and pivots moving from large consulting to take a key role steering Ford out of crisis to a venture funded start-up.
At each career stage, he optimized his decisions based on his life situation and personal values. Nicholas Papanicolaou then shares his career journey and choices. Like Greg, Nicholas made choices that optimized for his life situation at the time. During this conversation, Mike will update his work running the Center for Trust, Peace and Social Relations and how that intersects with his now post as Board Chair of The International leadership association.
Mike talks about the great progress of both organizations and their projects. This progress serves as the foundation on which he will be working to build along side many talented people. As he takes the longer perspective reflecting over time on how we got to our current level of contribution and what we need to do to build on this great progress to position us to be effective in the increasingly volatile world we will face in and beyond to create a more peaceful and prosperous world. The challenges of women and more diverse voices in leadership are systemic and complex.
There are many variables that need to be considered in order to successfully accomplish our change goals. This is particularly important to validate or dispel our beliefs and stereotypes with solid research. The authors talk about possible interventions to move this number higher including looking across the globe to see other successful practices and what can appropriately be borrowed from them. Finally, they discuss differences is how women can communicate to be more effective. This includes how they express anger, how they amplify the good ideas of others and how they promote or do not promote their own successes.
This conversation is a must listen for all women! Global Leadership: Research, Practice and Development. This interview focuses on the book Global Leadership: Research, Practice and Development with two co-authors. They discuss how significant the issue of global leadership is and how we identify, develop and support our leaders so they can run enterprises that thrive. It is also important to understand the scope, complexity and challenging this work brings and the difficulty this presents for leaders.
Some topics include: 1. What is it about the global context that makes leading globally so challenging? What are the critical requirements of global leaders with respect to change and innovation? How does culture impact global change initiatives? How do we develop global leaders who are skilled at change and innovation? How can global leaders build and maintain innovative organizations? This interview is with the two inductees Keith Grint and Joanne Ciulla who have distinguished themselves for the advancements over long and successful careers.
While it is impossible to share a full career in a short interview, they share some of their latest thinking. Keith talks about how leaders categorize problems and decision styles. His focus in this conversation is getting leaders to think about the world in a way that relates to the problem and provides better outcomes.
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Joanne, as an expert in ethical leadership as her field of study for the last 25 years talks about ethics in our current time. Democratic breakdowns are not often dramatic events. Often popular government is brought down gradually, almost imperceptibly. Democracies are undermined from within, through abusing tax laws against opponents, employing libel laws to silence the press, selecting friendly judges to tilt the political balance, and while typically, political parties remain in existence and there are still elections, one day — democracy ceases to exist.
Thought leaders working in a broad range of countries discuss how would-be despots, dictators, and demagogues have finessed these undermining techniques and will share leadership strategies that can be used to strengthen democracies. Transformational Leadership and Ethical Considerations. As a prolific author on leadership - Ron talks about his longitudinal study and his work with transformational leadership and ethical considerations of a leader. During a time where we need leaders to transform their organizations while behaving ethically, this interview offers must know content.
What is a transformational leader? As we consider the definition today - is transformational leadership what we thought years ago? How do we define organizational ethics and leadership ethics? What is the interplay between transformational leadership and ethical leadership? Ron shares critical information for leaders, scholars and educators to understand. If you are interested in learning what is new in women's leadership, this is a great interview! Questions include: 1. Why is important to look at women and leadership? What makes women's leadership journeys different from men's?
Why is it important to hear personal stories, in addition to research, about women and leadership? How have recent events highlighted the importance of research on women and leadership? He connects leadership theory and practice with context. It argues that the universal prescriptions favoured by most leadership scholars ignore the reality that context always matters in leadership practice — and in leadership theorizing too.
Addressing this gap, the book offers a novel framework that enables the development of context-sensitive leadership theory and practice that directs attention to the key challenges for leadership in different organizational contexts. It involves developing a specific purpose for leadership in a given context, as well as formulating the values, norms and domains of action that guide leadership efforts in that context.
Determining these various matters then informs the role, responsibilities, rights, behaviours and attributes relevant to leaders and followers for that context, and the focus, purpose and boundaries of the leader-follower relationship. There are plenty of opportunities to spend your money from one day classes to online programs to comprehensive university programs - how do you make the best decision to ensure you are investing your time and money wisely and that you have a high probability of success from your investment.
This interview explores how to develop a broad range of leaders at all levels of an organization. How do Leadership and The Environment Connect? Our guests represent multiple frameworks on leadership and the environment. They would like leaders to consider the biosphere as one of the primary frames of leadership. During the interview, they discuss how to apply these frameworks in practice in ways that are practical. Kathy's book: Leading From The Roots is about nature inspired leadership lessons that help us create more generous, resilient and sustainable organizations sustainable including kind to the earth.
They describe their independent work and how they approach this complex set of challenges we currently face. Kathy coming from organizational perspective with senior leaders and Rian with university students. Like a forest, diversity in approach strengthens the field of study and impact they will both make. Both of our guests co-chair the ILA sustainability leadership group. They have a strong commitment to build people teaching and leading in this area.
This interview explores two critical topics, Embodied leadership and way showing along with ethics. Way showing and embodied leadership include practices for leaders to consider when they are navigating uncharted territory where the path forward is unclear. Ethics, as we have seen over the past years, are critical to build trust and inspire followership. We would like you to walk away with a sense of hope that you as leaders have the ability to amplify your impact.
This body of work draws in part from the Maori lineage. It is interesting to listen to well respected leadership researchers explore the combination of ancient traditions and current leadership practices. Situational Analysis - Increase Presence and Effectiveness. Situational analysis is one of the five key elements of Innovative Leadership. Being effective at situational analysis means you are able to evaluate four key elements of any organizational situation: 1.
It is important to have an holistic framework that allows us to evaluate the situation and align each of the key elements. We use situational analysis in a broad range of circumstances ranging from validating key decisions to evaluating opportunities. This tool increases leadership effectiveness and also allows them to act with higher level of authenticity and presence. During the conversation, presence is a major theme. By understanding what is happening and who we are as well as what we value, we are liberated to be who we are authentically.
Encore: Top Leadership Trends in and beyond. Each year Maureen publishes a synthesis of the interviews she hosted and discuss the main themes she is hearing in the past year as well as in her consulting work with senior executives around the world.
She has now completed more than interviews. This interview is a synthesis of what she is taking away as key themes for leaders and executives to focus on for — This is a rolling synthesis, she will update it again in with new themes. The goal of this conversation is that listeners have a clearer understanding of the global leadership trends and what they might do personally to prepare themselves and their organizations to respond.
We have been hearing about the topic of doing well by doing good for a few years. Should tech leaders take adopt this concept to reevaluate how they do business? If so, why would they? How would they? To take the question further, what accountability if any do leaders have for the uses of their products and services?
During this conversation, Dale and Maureen will discuss the questions posed above and a project Dale has been involved with where Imcon International Inc. This project is a strong example to illustrate how technology leaders can solve global challenges. Many companies are trying to recruit executives to address the labor shortage. Years ago, many men moved several times in their careers — my father was one of them. We are seeing the rate of movement decline. Venki talks about his transition from GE and how he is applying that experience to CAS in playing a foundational role in their transformation.
There are many factors to consider for dual career families before relocating. Venki talks candidly about what made his shift work. He discusses factors such as: 1. Opportunity to make an impact 2. Autonomy to operate independently 3. Timing with family 4. Willingness to travel on the part of both working spouses 5. Community - ease of living and working If you are considering career mobility as an option to enhance your career, this interview provides some unique insight into how one senior executive evaluated his range of options to identify a great career building opportunity.
Empowering Yourself and Overcoming Impostor Syndrom. Her journey involved overcoming significant fear and changing her thinking about who she was and what she should be doing in the world. She needed to address these fears and like most of us manage through her fear about each of her next steps. With each next step, she fought, bargained then surrendered to what she was being called to do in the way she was being called. Each step allowed her to get closer to her "why" in life - her authentic purpose. Rebecca's story is inspirational on many levels and gives practical guidance for moving forward to live your highest impact life.
As we look at the challenges we see in the world, it is easy to become disillusioned. Depending on geographic location, you are likely facing some type of disruption. As people who want to make a difference, how do you know where to focus your energy? Tom and Rick say yes to challenge. Separately, have done humanitarian work in Africa, formed a LGBTQ state wide advocacy organization in Ohio and many other acts of advocacy large and small.
As a married gay couple and adopted parents of two daughters, they talk about their recent activism and how what they have chosen to say yes to is informing the arc of their lives as well as the lives of the people their work touches.
Rick recently ran for political office in the US. They talk about how this "yes" impacted their families and how it creates new opportunities for both of them going forward. They inspire the question what will you say yes to? Teamwork is such a quintessential and critical element of organizational life. Teams are an imperative to agile and effective organizational performance. With a consistent and sustained effort much can be achieved in terms of improving team effectiveness and the associated benefits of increased productivity and impact to the bottom line.
This makes teamwork the imperative that it is. We know in a knowledge economy, we need to use different skills and mindsets to drive success. This means different cultures and systems. People need to feel comfortable showing up as their whole selves rather than cogs in a wheel. Many of us are waking up… We yearn to make a difference — to use our innate gifts in a way that improves our lives and the lives of others.
We want to be seen for who we are, not what we do. We yearn to connect, to be heard, to hear others. We ache to share our stories, our talents, and our passions — to make a positive difference in the world. If this resonates with you, then I have good news! Not only are we waking up — Corporate America needs us to wake up! The businesses that are most successful today and will thrive going forward, are the ones that require us to show up fully and in deep connection with our hearts and the hearts of others.
During the interview, we explore the book and concrete practices that can be applied appropriately at work. Machines will be able to carry out more of the tasks done by humans, complement the work that humans do, and even perform some tasks that go beyond what humans can do. As a result, some occupations will decline, others will grow, and many more will change. While we believe there will be enough work to go around barring extreme scenarios , society will need to grapple with significant workforce transitions and dislocation.
Workers will need to acquire new skills and adapt to the increasingly capable machines alongside them in the workplace. They may have to move from declining occupations to growing and, in some cases, new occupations. As leaders, it is imperative that we are continually committed to understanding the truth. Since we continue to learn, this translates to a commitment to update what we think and how we lead. Effective leaders must continue to evolve and face the difficult realities so that they can inspire and lead others around them.
As citizens, we must be committed to being engaged, we must learn about the issues that impact us personally and those that impact the broader community and vote for some balance between personal gain and collective gain. Katherine talks about how we become more informed.
She leads a "book group" for women where they study the constitution. She sees the constitution as a contract between our elected officials and the governed. As a smart citizen, we should understand the contractual arrangements we are engaged in. This interview interweaves her broad range of experiences in leadership studies, running a company and promoting civics and civility. In a time where companies are competing aggressively for talent, Mr. Ravi led the initiatives that earned the award.
He talks about how his team used talent development as a strategic business tool to drive success. In a time when people are sharing more of their personal struggles, we talk to Congress Woman Beatty and Doug McCollough about their struggle and more importantly how they navigated those struggles so that she could make their greatest impact on the world. She talks about how helping women succeed helps America succeed. She serves as a role model for inclusion globally by serving with grace and decorum!
Doug shares how his focus on inclusion is expanding the field of employees working in technology in central Ohio. Through his board work as well as his work as CIO, he is creating a pipeline that allows unemployed people to get trained and find technology jobs. He is helping build the system that will close this gap long term! During this interview, Angelo talks about how his career evolved and how he made these important shifts.
He also talks about how his personal life events prompted him to make specific job choices and how these choices unfolded to create success. He discusses the following topics: 1. How was this different than you anticipated? Where do you spend your time? What is your technology role?
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How much time? What is your role in the community? Why do you invest so much in building cross industry CIO success, student success and manager success? If you aspire to fill a "C" level or senior role, this conversation provides great insight! Inclusion is a good organizational practice. The global market is diverse. Having a diverse work-force is a strategic advantage because It provides any organization with a greater ability to understand various segments of their consumer base and develop products and services that will better resonate with these segments and therefore drive better results and higher impact.
In for profit businesses — it drives higher and more sustainable profits. Troy talk about his journey as a man of African American heritage and his recommendations to increase inclusion and results. In addition to his story, Troy and Maureen discuss the challenges and recommendations to increase inclusion and address the recent challenges that are surfacing as the "Me Too" movement and many others.
It is imperative that leaders create an environment that promotes a healthy environment! During this show, Terri, Kim and Maureen talk about the interconnection between organizational issues and levels of developmental maturity. The conversation focuses on three types of issues and how they map to maturity as well as approaches to address them: 1. Existential, the group is moving to a new developmental level. How does it look for the organization? How do you see individuals? Do you have recommended course of action to help move forward? Shadow, the group has an adequate developmental level and skills but they have group shadow material that is holding them back.
How should the team work to address it? The best way to become a better leader is to better yourself. Sometimes taking on a big adventure on your vacation is a great way to do that. Pilgrims from all over the world have walked the Camino de Santiago trails across Europe for centuries, making their way to Santiago de Compostela in Galicia, North-West of Spain. Today, more than a pilgrimage, the Camino is an unforgettable experience and unique journey. The pilgrimage to Santiago has never ceased from the time of the discovery of St.
James's remains in AD, though there have been years of fewer pilgrims, particularly during European wars. Victor shares his adventure in hiking the mile trek along the Camino in Spain which resulted in his best selling book: The Camino Way: Lessons in Leadership from a Walk Across Spain. He shares how he personally applied the Camino Values to his journey and how he integrated them into his life and business practice as a leader upon his return.
Resilience is a key factor in leadership success during times of stress. As a cardiovascular epidemiologist, she seeks to forge links between preventive medicine, public policy, quality improvement, and scientific research. She is active in a variety of international, national and local professional organizations including American Heart Association, American College of Cardiology, American College of Physicians and Association of Black Cardiologists.
He has practiced and taught graduate and postgraduate Medicine in three continents : Africa Nigeria , Middle East Saudi Arabia and Kuwait and the United States several states and is therefore well versed in the geographical pattern of diseases especially as pertains to Diabetes and Endocrinology.
He has over 60 research publications to his credit. He is also interested in the Challenge of Integrating the Management of NCDs into the Primary Health Care system in developing countries such as Nigeria as well as the improvement in the standard and quality of Medical Education using an Internet-based Platform. She has a Collaborate Practice with Panda Medical Associates, an Endocrinology Specialty Practice, where she oversees the Disease Management Program, provides drug information, and compliments the physician evaluation and diagnosis by developing and maintaining individualized patient care plans with emphasis on diabetes Care.
He is currently pursuing his Ph. We live in times of extraordinary disruption, and equally extraordinary possibility. Our ability to see the extraordinary possibilities before us, our desire to become possibility thinkers, communicators, and leaders is critical on a multiplicity of levels. And, as, is often the case, the genesis of my 3Q model and work started when I faced the worst of times; a time when my life and work hung in the balance by a very thin thread. A recent McKinsey and Company article estimates that change is happening ten times faster and at three hundred times the scale and impact of the Industrial Revolution.
The Industrial Revolution altered life and work as we once knew it; our transition from the world of information to the age of innovation comes with a velocity of change, challenges, hyper-competition, and opportunities that our predecessors could never have imagined. A VUCA volatility-uncertainty-change- ambiguity world demands a whole new focus and set of leadership skills that can take us forward faster, smarter, and stronger at a speed of change, challenges, and possibilities that will continue to accelerate.
The Global Human Capital Trends report by Deloitte pinpoints four critical pivot points for success: leading, engaging, reinventing, and reimaging. What worked yesterday may be impotent today or tomorrow; the need to shift forward is critical, and it depends upon your attitude, your ability to reimagine, engage, reinvent, and LEAD forward. It depends upon our ability to help men and women, people of diverse backgrounds develop the skills they need to transform what is into what can be. I have dedicated my life to helping people build their 3Q Edge because a whole new world demands a whole new focus that helps us live, learn, communicate and lead forward faster, smarter and happier than before.
Are you ready for a new focus? Is it time to think differently? Transform stress into success? Make change your greatest ally? In the meantime, check out three interesting, exciting innovations and a list of predictions by Bill Gates! Can a 38 minute routine turn a negative day around or infuse your day with positivity? Do 5 minute Cool Tools work? Try them on for size and find out!
Continue to read for a great morning routine. Scroll to the bottom of the page for 5 minute Cool Tools. I believe you will be positively surprised by your results! How can you get happier and more focused? Turn blah into blossom? Transform negativity into a new positive way of thinking? Michel Schwantes, shared terrific advice in his column for Inc. I am sharing an abridged version of the key steps mentioned in his recent article because they are simple, practical and purposeful. You can also find my cool tools at the bottom of the article.
Fuel your brain with the good stuff. Trade your bowl of sugary cereal for something healthy—like oatmeal or a protein berry smoothie have all the parts cut up the night before and ready to be blended. Have a quick 15 minute exercise session. Positive psychologist Shawn Achor says that a short burst of fun cardio activity think hula hoops, jumping on the trampoline, a laser Zumba dance session, or a brisk walk with the dog works wonders.
All it takes is 15 minutes per day. Breathe for 5 minutes OK, now that your heart is pumping a bit. Click here for one of my favorite Cool Tools exercises that take less than 5 minutes The Pause. The Pause will help you breathe better and develop greater mindfulness. What will grow you personally or professionally, and improve you as a human being today? What will excite you and give you more energy today? What will set the stage for an epic-productive day? Take maximum 5 minutes to reflect on three things you are grateful for in life. Move to another quiet and sacred space, preferably outdoors a swing bench, a dock, or under a tree.
Close your eyes, breathe through your stomach and center yourself. Meditate on the good things of life for 60 seconds—your family,job, good health, community, religion, etc. Now open your eyes and for the next 2 minutes write on your notepad or journal 3 things that you are grateful for the previous day.
Whether you are down in the dumps, stressed or discouraged taking simple, positive and purposeful steps can make a world of difference! We all hit ruts in the road, challenges, detours that sadden us and make it difficult to engage the positive energy and focus required to have a successful day.
Recharge in 5 Minutes or Less. Whether you are presenting for 2 people or 2 hundred, the ability to sell your ideas is one of the most important business and professional skills you can acquire, and it is a skill you can learn and improve. The non-profit organization is best-known for its TED Talks, short, powerful talks of 18 minutes or less, delivered by experts drawn from the worlds of technology, academia, entertainment and beyond.
How can you improve your presentations skills and results by making your presentation more emotional, novel and memorable? What are the key secrets of great presenters? Gratitude to Carmine Gallo for his excellent book and to The Business Source for their excellent video summary. More on Successful Communication? You Betcha! How can you boost your results while reducing your hours?
In the book, Extreme Productivity, Robert C. Pozen shows us how to be truly productive, even when faced with a myriad of competing demands and multiple time-sensitive projects. During the 5 year period in which this book was written, Pozen held down two full-time jobs as a business leader and a Harvard teacher while also keeping a good relationship with his wife and family. The book is based on his long-term, real-world experience and gives the reader excellent counsel on productivity, personal development, and relations.
What are the secrets to extreme productivity? Enjoy this 2-minute video book summary of Robert C. You betcha. Yes, stress is a 21st-century part of life that is eroding individuals and organizations from inside out. Stress not only impairs cognition, productivity and also damages our physical and emotional health. Less stress-greater productivity and success! The imperative to revisit our thoughts about what makes a good leader and how to develop effective leadership training is critical. In his intriguing and controversial book, Leadership BS-Changing Workplaces and Careers One Truth at a Time, Jeffrey Pfeffer highlights five disconnects between contemporary leadership teaching and real world practice.
They are the values, the strengths, the greatest riches that no one can take from you. Self-actualization, happiness and success start by knowing what you really want and adopting a fresh perspective that will help you learn, live and lead forward. What do you really want? What is really bothering you today? How can you engage your purpose, your passion, your ability to tap into your strengths and transform challenges into possibilities? Stop thinking about what is wrong, and start focusing on what is right. Read more Will you choose greatness?
Will you choose to be a victim or a victor? Do you want to let life happen to you or use what live gives you to tap into your greatest power and the heartfelt values that ignite and sustain your greatest power and happiness? The greatest power we have lies not in what we have, but in who we are-who we choose to be. Read more Start now. Start this moment by applying self-love.
We are all capable of greatness. What this means to each individual is different, because our impact, our contribution to the world is different. Each positive contribution, no matter how big of small, is a critical component in an evolution of self and society that will take us forward to face a brave new world with hope, faith, courage, humanity and integrity. Every day is an opportunity to begin again.
Every day will present you with challenges and opportunities to transform the challenges you face into levers for your greatest potential. Will you seize the day? Will you recognize your power to make a difference in any way you choose? Think carefully, because the greatest fulfillment, the only true happiness we feel is when we are contributing, when we are sharing, when we have touched the life of another.
Where do you start? Start here! Start with self-love and appreciation that is NOT founded on the need to be validated by others. Make a decision, a choice to appreciate your unique gifts, your unique potential, your unique fingerprint because YOU can make a difference in whatever way you choose, but making a difference means being grounded in love not fear or anger.
Apply self-love. Start this day with a fresh new perspective that will take you forward! Refocus, repurpose, repower! Get inspired by the person you really are because that person is the person YOU can choose to be. Feel your power to choose love over fear, humanity over anger, hope over despair, faith over uncertainty. Just Coach It. How can you re-ignite happiness? Appreciating the value of true happiness and learning to cultivate happiness in good times and bad is critical and doable. I can write these words because I have lived them and I have also worked with clients to help them achieve greater happiness and success for more than a decade.
Yes, I have been to the back of the dark forest to the edge of challenges, changes, defeat, despair, illness, tragedies to recognize that our ability to truly build happiness is not reflective of what we have, but who we are. Our ability to reset the GPS, adopt new ways of thinking, communicating or doing is real and critical to our happiness and an evolution of self that will help us live our best lives and do our best work.
If you want happiness for a lifetime — help someone else. Step out of sadness by helping another person. Spend five minutes a day thinking about how you love yourself.
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If you are going through a difficult experience or challenge the need to love yourself, appreciate yourself is critical. Look for the good, no matter how hard it is to do so. Learn to change your thinking by taking very small, consistent steps to think in ways that will help build happiness and success.
The most beautiful people we have known are those who have known defeat, known suffering, known struggle, known loss, and have found their way out of the depths. These persons have an appreciation, a sensitivity and an understanding of life that fills them with compassions, gentleness, and a deep loving concern. Beautiful people do not just happen. I hope that this simple post will speak to your heart and soul, because nothing can be more important than preserving and cherishing them both. Your heart and soul empower your greatness, and ability to rise to the challenges before you and use them to do good, be good and lead in a way that makes a positive difference, an important difference in your life and the lives of others.
More on Happiness in Disruptive or Turbulent Times? Not Enough? Visit the drop down menu for more inspiring articles Click here for 3, inspiring quotations. Do you want to get motivated and inspired? Transform a people-centric leadership, business development, communication or career challenge into an advantage? Transform an area of personal challenge into an asset?
Build sticky coaching, training and mentoring initiatives? Take action now. Find out how we can help. How can you live happier in the midst of a storm? What do I know about storms, happiness and success? More than most. I can honestly say that my expertise in all three areas may be unchallenged. This year I faced a tragedy of enormous proportion, today I face myself and I reach out to you with one message. Choose life, choose happiness, find a way to ignite and inspire your best self because doing so is the only way forward.
Find a way to give and contribute, because doing so will ignite your heart, soul and help you engage your strength. Be kind to yourself and pay kindness forward to others. Yes, we are living in a storm that is going to get worse before it gets better. Learning to extract happiness every day is a learned habit that starts with making a conscious decision to fight the negativity that surrounds us as we open our newspaper, turn on our radio or TV and interact throughout the day. When negativity overtakes our consciousness we feel helpless and powerless.
Unable to see all that we have to be grateful for negativity blinds us to options, opportunities. Psychological research indicates that a pessimistic cognitive bias makes you vulnerable to feelings of helplessness and depression.
Negativity also appears to compromise the immune system — optimists have been shown to have better-functioning immune systems and better health overall. Optimists generally live years longer than do pessimists. It is clearly time to get happy, to get joyful. Do you want to reduce the risk of depression, physical illness, and early death?
Start by reclaiming your personal power t o be joyful. Can we train ourselves to be happy? You bet. How can we start? Start by preparing your consciousness to accept joy and to reject negativity. Decide that you are going to spend one whole day, 24 hours refusing to be negative. Stretch out of the comfort zone and decide to make today a positive day, no matter what! Read more Go ahead, just spend 24 hrs. Reclaim your personal power to be joyful by taking making this day a purely positive one.
Reject all negativity for 24 hrs and decide to be happy. More on Getting and Staying Inspired? YOU Betcha. Are you spending untold hours in unproductive meetings? Authors of Moments of Impact, Chris Ertel and Lisa Kay Solomon share a way to design conversations to energize your team and generate breakthrough insights so you can achieve real Moments of Impact. Such meetings, say Ertel and Solomon, must be built around five core principles. What are the five core principles that can help YOU design strategic conversations that energize your team and create breakthrough insights?
The best way to find out is by watching this excellent video by The Business Source. More on effective communication? You betcha! The writing is on the walls of our organizations and workplace; the training received misses the mark a great deal of the time. Jeffery Pfeffer shares his thoughts about the leadership industry, which he says is sucking billions of dollars out of corporate coffers by telling us things about leadership that are misleading, far removed from the real world and, sometimes, patently untrue.
Pfeffer convincingly argues that we consistently give the wrong people power — and even when we get it right, authenticity is a recipe for disaster. The best way to find out is to click for an excellent 2 minute video summary by The Business Source. More on Effective Leadership? Visit the drop down menu on this blog for a large collection of leadership articles. It is always my goal to be seen first as a servant leader. Servant leaders think of others first. They encourage, they motivate and they are humble. I think they lead with others in mind. A boss manages through positional power, whereas a leader radiates personal power.
Leaders can emerge from anywhere in an organization. They galvanize others with their ideas, energy and passion. People are swept into their vision and want to achieve results. A boss is a box on an organizational chart. With a position of power, the boss has an extraordinary opportunity to influence. That opportunity does not always equate to becoming a leader. A team needs to align around a decision. You can and should disagree openly in a team meeting.
Argue and debate within the team. Once the decision is made, then you need to align as a team publicly, or you will undermine the ability of the team to deliver. I think leaders often struggle with cohesion because they do not encourage debate and listen to the arguments on both sides. If people feel like they will be treated fairly, they may be more likely to support the final decision.
I hire motivated people. As a leader, my job is to provide an environment of encouragement mixed with challenge. We all have preferred styles based on our personality and experience. However, successful leaders learn to adapt the style to the required situation. At times, a good leader needs to listen and influence in a subtle way.
Other times, that same leader may be required to be on stage, up front and vocal. Still another time, the leader may be persuasive, influencing behind the scenes. The best leaders are constantly changing styles to serve others and to serve the intended goal. Are we improving our skills?
Are we better this year than last year? Are we influencing more people to take action? It depends on the conflict. I never shy away from conflict because it can be a welcome learning experience. It can offer a window into an important issue, or it can provide an opportunity to develop personally and professionally.
It leads to better results. Hiding or avoiding conflict only pushes the real battles to the boundary. The most important value I try to demonstrate is empathy. Everyone experiences joy, ordeals and uncertainty within the workplace and within their families. Having open, honest and understanding conversations can help set the stage for determining the right steps forward.
Demonstrating empathy is not being weak. It is just the opposite. Empathy is about showing strength as a leader to solve problems and support team members and colleagues in good and challenging times. The other key values I try to demonstrate are a problem solving and growth-oriented mindset. Being growth-oriented means we must always keep learning and get better at what we do. If my team members do not see me demonstrating these mindset values, then I have failed. Each of these values must always be grounded in integrity.
Simply stated, a leader raises others up while a boss holds people in their place. Leaders empower the best in others, and the best comes out by how they use their talents. A boss tells others what to do and may even tell them how to do it. A boss puts people in a box. A leader unboxes the gifts each individual has. A leader holds people accountable while giving them the responsibility and authority to do the work.
A boss just holds people accountable with little corresponding responsibility and authority. I think Dr. Henry Cloud said it best. We need to be relentless in this focus. By doing so, eventually the true cause or challenge will be discovered and then can be resolved. If we get distracted on the personal stuff, the relationship may fray, and no progress made. Another key element is empathy. Asking a lot of questions and getting confirmation on what we hear can also help determine how to collaborate together.
One final point is to remember to lighten up the environment. A good laugh can help spark a refreshed perspective. What I try to do is set the big goals each quarter and give people space to determine how to achieve them. Our goals align to our purpose. Staying focused on why our work is important will keep us motivated. Too often, the simplicity and power of these actions are missed. I believe most teams are good, and they want to make the best decisions possible and put their best efforts forward as often as they can.
Motivation springs from here. My leadership style is designed around collaborative results. Success is measured by how team members grow in the use of their talents and the new initiatives they undertake on their own. In our world today, there is more opportunity for horizontal growth than vertical. How team members gain new capabilities, take on new initiatives and demonstrate creativity in solving problems are how I measure success as a leader. The added way is what we achieve as a department and a company. Within an organization, there is a higher purpose to realize. Success is measured in how well we perform in achieving that higher purpose.
As difficult as it is, resolving conflict begins with an honest, open conversation. Staying focused on the issue and not the personality is vital, although not easy. Taking deep breathes and listening intently to what is being said — verbal and nonverbal — can also help a great deal. I try to keep my emotions in check while remaining centered in calm resolution.
In many ways, there is a sense of rising above the situation and observing how the conversation is unfolding. A new perspective is gained, and I stay focused on resolving the issue. The most important values I demonstrate as a leader are character, competency, integrity, humanity and courage. These values are the anchors for seven timeless commitments that build and sustain great leadership:.
A boss is a person who is responsible for workplace objectives being met. They are the individual that employees report to, and the individual who will set objectives and is responsible for seeing that they are met. Leaders are responsible for inspiring, guiding and enabling potential, collaboration and results.
They set the vision, inspire the mission and create new pathways that drive reach, resonance and results. It is important that team members bring different skills, strengths and a diversity of thought to the table. What unites a team is a common purpose and common values that are the linchpin for team development, growth and cohesion. I would use disagreement as a positive. Disagreement is not necessarily negative. Different opinions are important. How is disagreement transformed into consensus and collaboration? By refocusing on the common objectives, values and goals and determining how to find a balance, an answer that uses areas of disagreement to come up with a new and better solution s.
Respect, resiliency, integrative thought and collaboration are critical 21st century leadership and team strengths. You should motivate your team by helping employees develop their professional abilities and personal strengths. Your commitment to your people, your ability to help them build upon their strengths, learn new skills and develop new habits of thinking, doing and communicating is critical. The balance in motivating your team lies between knowing each team member and understanding how to communicate in a way that motivates them as well as the entire team.
Motivation comes from respect, understanding, communication and the feeling that the work one is doing is valued. Team synergy comes from a team that communicates and collaborates together toward a common goal with shared values that hold them together. To me, leadership is about character, competence and integrity and the style one uses must reflect all three values.
Different groups, sectors and demographics require different leadership styles because the litmus test of great leadership is being able to inspire, engage and enable people, potential and results. As a leader, I measure success by my ability to not simply achieve objectives, but to champion and entrench the values, the mission, the organization as a whole and the importance of every individual who contributes to the greater goal. Success is measured not only by my ability to lead positive change, but to inspire, engage and enable others to optimize and engage their greatest potential and results in alignment with the objectives and common values that unite us all.
The best way to resolve conflict to bring all parties to the center of the table. When conflict arises, even the best and brightest among us can get hijacked by emotions. It is imperative to pause and NOT react, but to respond. Focusing on the center of the table means focusing on the shared goals, objectives and values that tie everyone together. It means reflecting back what they have said and using it to validate their opinion, so that everyone moves from conflict to connection.
My personal core values are responsibility, accountability, discipline, excellence and significance. These are the ones that I feel are important to live my life by. However, this does not necessarily make them right for everyone. Each of us has our own set of core values, and our deeply held beliefs about what is right and good. I also believe trust building and relationships are exceptionally important as a leader, and doing what you say, saying what you mean, and being what you seem my definition of integrity go a long way toward building both.
Trust building and relationships take time, however, they can be lost in an instant of untrustworthy behavior. There is also something to be said about grace, an ethic of kindness. Grace is not only something we need to extend to others but also to ourselves. Leaders serve others and often spend the majority of their time asking questions about how they can help or support those around them.
Bosses are self-serving and spend most of their time telling others what to do. Getting a team or group of people to agree on something can be a difficult task and generally divide team members even more. The best motivations are intrinsic or the self-desire to seek out new things and new challenges.
It is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on external pressures or a desire for reward. As a leader, I see it as our responsibility to create the environment and conditions for our employees and teams to be self-motivated and use the characteristics of organizational climate clarity, standards, rewards, flexibility, responsibility and team commitment to do so. Along with these characteristics, it is also the responsibility of the leader to use the appropriate leadership style that is best suited for certain situations to ensure the best conditions for motivation exist.
Tough love is the leadership style that has been most influential and impactful for me throughout my life. This is the style that I have carried forward from mentors, coaches and my parents, but over time I have adapted my application of this practice to meet the specific needs of each person I engage with. In the early stages of my career and life , I defined success much like most other Baby Boomers. Success was more about the accomplishment of goals and attainment of things, positions, honors, wealth and the like. My personal mission statement is to inspire people to believe in themselves, and become everything they are capable of becoming.
On any given day where I may have inspired just one person to wake up to the limitless possibilities of their life, that would be a really successful day. My personal preference for resolving conflict is to focus on the problem not the personalities and to not let it get personal. Conflict is a normal part of any healthy relationship and learning how to deal with conflict — rather than avoiding it — is crucial. To me, the most important values are empathy, honesty, competence, inclusion and vulnerability.
All of these values relate to building trust, and trust is at the heart of leadership. Listen carefully to the stories and pay attention to the underlying emotions. Is this really about the issue or about something hiding behind the issue? Refocus on the outcome both parties want to achieve and search for common ground. Find a path that best serves the needs of the team and work with them to build an agreement on the work load and how they will work together. Create opportunities to build informal relationships that break down barriers.
I focus on creating an environment where people will find their own internal motivations. People are motivated when they feel cared for. Care about your team members, get to know what inspires them on a personal level and create a culture designed to encourage both individual and team success. I focus on an inclusive, connected and confident leadership style. I feel it is very important to bring others into the leadership process and to lead together, but I understand that I must also be decisive and directive at times when that is what the team needs from me.
I seek to build positive relationships with each person in my direct team. Success is measured by the degree to which I am able to lead the team to reach the objectives we set out to achieve. It is also the degree to which each person on my team grew as a person and a leader through our shared experiences. My goal is to help each person realize their potential and feel appreciated, supported and rewarded by their work. Sometimes, it means tough conversations and pushing people beyond their comfort zone. I help people work through their differences with a focus on finding common ground, and I help each person recognize how they can contribute to a better situation.
I set the expectation that if the conflict is hurting the team, a way through it must be found. Disagreement and debate are acceptable, and even healthy as long as the discussion is over a common goal and the team is passionate about the best way to accomplish the mission. Conflict for the sake of individual pride, accomplishment and reward or professional dislike is not acceptable. As leaders in workplace trust building, we know we have a responsibility not only to what we do, but how we do it. This means committing to do what we say we are going to do and working hard to deepen our own trustworthiness.
This critical inner work is guided by demonstrating four core values:. We find these values fuel us — daily — to give our best. People follow bosses out of obligation. They follow leaders out of inspiration. As a result, people can:. How are they seeing the future unfold differently if certain decisions are made? What impacts are some people anticipating that others may not have considered? In this space, people can unearth and test assumptions, pinpoint risks and opportunities and develop a clear path forward together.
We find that through this process, team members begin to engage with one another. This engagement not only strengthens trust, it fuels optimal performance. Could they use additional training, an outside perspective or a subtle shift in environment? Do they need time to rest and reboot? Or, are there dynamics that are diminishing the trust they have in themselves — or in other members of the team? In our experience, a breakdown in motivation can be a red flag for a breakdown in trust.
Even in the highest performing teams, people practice behaviors that make trust vulnerable. Broken trust is the outcome of people doing business together. Yet, the time we invest in this process is always rewarded. Both with clients and in our team, our leadership style is highly collaborative.