Recently I had a friend tell me, unsolicited, that I needed to consider a complete makeover…..hair, dress, make-up, and an overall updating of my appearance, given that I was growing older. After the initial hurt feelings, I began to wonder if she was not only right; it also led me to consider what other areas beyond just my appearance may need a complete overhaul as well.
Recently I stumbled across an article in the New York Times which I loved as much for its brevity as I did for its wisdom. Adam Bryant, of The New York Times, recently wrote a book which analyzes the broader lessons that emerge from his interviews with more than 70 leaders. So, from his perspective and research, what does it take to lead an organization — whether it’s a sports team, a nonprofit, a start-up or a multinational corporation? What are the X factors of strong leaders?
With all the everyday pressures of our careers, some wonder why even hire a leadership coach? It may appear to be ‘just more thing’ on a long list of ‘to do’s. In fact, not too long ago, executives who hired an executive or leadership coach were looked down upon as ones that were on their way out.
That was, and still is, obsolete thinking.
There are many reasons that have helped raise the profile of the leadership development industry. Yet, what can a person really hope to gain from work with a leadership consultant or coach?
Trust can often been an illusive component in business. We have all been privvy to empty conversations, vapid meetings, and glad-handing all void of true trust in the other person/persons in the room. From what many of my clients share, the pervasiveness of social media and technology in business can help or hinder trust in an organization. So, what can we as leaders do to foster a culture of trust in our organizations and between our teams?
Recently I overheard someone say to another business colleague, “This isn’t about a relationship, per se. This is just a deal – we need to close the deal! Keep your eye on the prize.”
As I listened, I experienced what I can only describe as a visceral reaction.
Bull & Bear Essentials offers an excellent list of top ten tips for success in life. These tips were consolidated from a series of interviews which Barbara Walters conducted with four billionaires. Those who have heard me speak over the past few years and/or read my blogs will recognize some familiar themes. I have highlighted those which resonate with a few key points from my recently published book, “Is This Seat Taken?”
Recently I was asked by an organizational client to solicit feedback on several of their key leaders, as part of their leadership development effort for these individuals. The question was raised: “What do you think has more impact on developing our leaders: peer feedback, manager feedback, or employee feedback?”
In today’s post, I briefly discuss my thoughts.
Newsweek published a fabulous article on Steve Jobs’ creative genius a few months ago. The top 10 tips from his playbook follow. They are very insightful, and can be helpful for any of us embarking upon a opportunity which commands “out of box” thinking and management of a creative process. These tips are not for every situation within an organization; however, when trying to stimulate and inspire new “green field” ideas, they are spot on…
Whether you are the CEO, a product manager, a team leader, or an individual contributor, I have found the most successful individuals are those that actively and sincerely solicit input, help and ideas from others in their organizations. Now, this is not the proverbial “obligated ask” – I am referring to those individuals that seek out and get additional heads and hands on board with their initiatives.
This takes time, effort, patience and a true desire to BUILD A TEAM from all levels of the organization. Many attempt to do this, perhaps because they have been told they “need to.” However, the leaders who master the art of true inclusiveness will build a network which will become a tremendous asset in their careers if done with purity of intention. A few tips:
Lack of trust appears to be a common challenge among teams. Why is this? Competition within the organization, overzealous individual ambitions, and prior historical experiences all factor into this being the case. Yet, when we look this harsh reality in the eye, can we move forward. We must work to understand and appreciate our differences, and our experiences up until now. We must reveal our individual and collective vulnerabilities. Only through a conscious process of building trust, can our teams optimize their effectiveness.