Break free from your leadership identity crisis

Know what you solve for and how best to contribute to the evolution of the business

Find like-mindedness and strength in differences

Seek and encourage people who give you the right blend of competencies in knowledge and wisdom

See people as a profit centers not cost centers

Identify, enable, and leverage the full potential of teams, partnerships, and client relationships

Be smart, vulnerable, and courageous enough to share all of yourself

Take responsibility and accountability to be transparent

5 Words Leaders Should Stop Using In 2017

13/02/2017 06:00am

Confucius said, “Without knowing the force of words, it is impossible to know more.” Most of us get this on some level. We know that words have force, especially when it comes to extremes. They can inspire love and hate, action and surrender. But sometimes the words we think have their intended force lead to the exact opposite of what we intended – behaviors that we don't want to instill and enable in others in the workplace, marketplace, and life in general. Yet we are the ones enabling them! This is true even when it comes to ostensibly positive well-meaning words that leaders often unknowingly use irresponsibly – particularly when it comes to issues of change management and diversity and inclusion – and thus unknowingly creating tension.

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Expand Your Influence With 10 Timeless Leadership Lessons

08/07/2014 11:14pm

Leaders are in search of distinction as they seek to have their impact felt and their influence reverberate throughout their organizations. As all industries attempt to reinvent themselves in order to elevate the value of their brand proposition, the competitiveness of their people and their sustainable financial foothold in the marketplace, many organizations still lack leadership substance -- the well roundedness and required wisdom to stay ahead of the game. Testing new ideas and ideals as a leader is important and strongly encouraged. However, there comes a point in time to establish a solid foundation on which to build your teams, recruit and retain top talent, incorporate new best practices and establish performance standards and expectations in support of the business strategies before you.

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6 Characteristics of an Innovative Leader

13/02/2017 06:00am

Are you sometimes confused about what type of leader you are or what type of leader you should be? You're not alone -- but you can discover how to be a better leader by following this expert's advice.

The following excerpt is from the book The Innovation Mentality.

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The Top 9 Things That Ultimately Motivate Employees to Achieve

20/07/2016 06:28pm

When you wake up in the morning, what is the passion that fuels you to start your day? Are you living this in your work? If others asked you what drives you to achieve, would the answer be obvious? The triggers that motivate people to achieve are unique for everyone. Many would say its money; more people are starting to claim that they are driven to make a difference. Regardless of what motivates you and drives you to reach peak performance – it must be managed and balanced. Too much motivation in one area will weaken other parts of your game.

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5 Ways Leaders Enable Innovation In Their Teams

08/07/2014 11:38pm

Leaders are accountable to assemble teams and lead them to optimal performance outcomes. An effective leader recognizes the importance of embracing differences in people and knows how to connect the dots amongst those differences to get the best outcomes from the team. This is what cultivates a workplace environment of continuous improvements, innovation and initiative. Leaders must foster a commitment from the team to embrace an innovation mindset where each employee learns to apply the differences that exist in one another for their own success and that of the organization.

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Leadership Influence

Elevate your leadership influence to courageously identify and close opportunity gaps with greater speed and agility

Effective workplace cultures support high performance through both diversity of thought and like-mindedness in embracing different approaches, styles, and attitudes. Strong corporate cultures blend the strengths of people while celebrating their individuality and authenticity in support of an organization’s vision and mission. Leaders, regardless of hierarchy or rank, must be held accountable to influence and then communicate and reinforce these values to help their businesses achieve their missions, goals and objectives.

 

Embrace diversity and inclusion, value differences and create alignment, maximize potential and achieve significance ... These are the words so many organizations say they must do to innovate, attract top talent, and compete in our fast-changing, multigenerational, multicultural marketplaces. But leaders at most organizations lack the influence to do this – they claim to want innovation but they keep managing by the templates of old. These templates have not only stripped them of their identities and left them insecure about who they are and how to face change, but also created dysfunctional, tension-fueled workplaces and make it difficult, if not impossible, to drive sustainable growth.

Simply put, many leaders and thus businesses have lost the trust and respect of the people in their workplaces and marketplaces. Instead of seizing opportunities and elevating their influence, they have widened productivity gaps, weakening the potential of our increasingly diverse and multigenerational workforce, and dismantling the evolution of business growth.

What companies and their leaders need is a new strategy for success, because without that strategy, change is merely substitution not evolution. Leaders must embrace a new type of thinking that helps them evolve and stay ahead of the rapid changes in the workplace and marketplace. They must break free from old ways of doing things that slow down growth and make it difficult to create distinct competitive advantages. Only then will they stop widening opportunity gaps by ignoring diversity of thought and mismanaging competitive threats and unforeseen trends. Only then will they stop losing talent, market share, and shareholder value by solving for the wrong things.