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 Strategies To Transform The Way We Lead

13/02/2017 06:00am

“Without strategy change is merely substitution not evolution.” Many of you have heard me say this as early as 2009. Back then America was about to enter the Great Recession from which we have slowly emerged. But have we evolved?

read more

The Most Successful Leaders Do 15 Things Automatically, Every Day

29/08/2013 07:52am

Leadership is learned behavior that becomes unconscious and automatic over time. For example, leaders can make several important decisions about an issue in the time it takes others to understand the question. Many people wonder how leaders know how to make the best decisions, often under immense pressure.

read more

3 Reasons Companies Are Solving For The Wrong Opportunities

13/02/2017 06:00am

As the new year approached, discussions with family and friends turned as usual to thoughts about the future. But of course 2016 was anything but usual. As a result, everyone was anxiously debating what changes, for better or worse, lay ahead.

read more

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.