This is one of the most difficult topics that we discuss in the world of leadership. While watching Star Wars III over the holidays I was reminded of a statement that was indicated as being part of the “Force” that rings true to me today: “All who gain power are afraid to lose it.”
After thinking about it for a week, I decided that we need to examine this as part of our leadership development courses. There are a number of types of leadership power that are broken into two broad groups, i.e., Formal Power and Personal Power. Let’s take a better look at these:
If your company struggled with employee engagement in 2013, now is the time to take steps to change the environment so you can finish 2014 strong and growing. Our proven frameworks can be applied to 24 different issues you are facing but the “Engage and Motivate” is the most important one in my mind.
Here is how to solve a billion-dollar problem that every leader faces, with simple yet powerful leadership practices that cost nothing to start with and that you can implement immediately.
I am from an old school of thought and don’t necessarily agree with the politically correct way to do things, however, it is that time of year when we, as people, regardless of faith or location, should take time to spend with family and friends.
It is a time to reflect on the past year and understand the triumphs and disappointments that have taken place in our lives, and plan for the coming year with goals and aspirations in our personal and professional lives. Personally, in the hubbub of activity that surrounds Christmas and New Years, I forget to thank everyone in a personal way and tell family, friends and coworkers that they really do make my day many times during the year.
Today, many companies are struggling with trying to find the right people to take the firm to the next level in many industries. Stockholders are demanding this happen with Senior Leaders but so often they don’t offer any solutions nor do they have any idea of what defines the “Right People”. Sometimes they try to use psychometric testing to fill this void, with limited results. So how can a company find authentic and effective leaders for the future? Here are six tips that may help with this process:
If we could do one thing to improve our probability for success in work and families, it would be to follow this long offered advice: “Know Thyself”. James Allen discussed this topic at length in “As a Man Thinketh” written in 1903, yet today it is still a much-discussed fear for most executives.
We have seen professionals look bewildered and squirm when asked a very simple, albeit not necessarily easy to answer) questions:
What are your values?
What do you want to accomplish with your life?
What do you want for yourself?
What do you fear?
What is getting in the way of your acting or feeling your best?
What do you think the perception of others is of you?
You don’t have to be a monk to answer these questions but I believe each of us could benefit by asking ourselves these questions on a regular basis. What happens if you don’t ask them of yourself?
Engaging and mobilizing employees can feel like a daunting challenge. However, we have found that a few simple behaviors can make a huge difference to improve engagement.
It is frustrating to have to read minds
For instance, many employees are frustrated because they feel like they have to read their manager’s mind. They don’t know how they are doing and how they can do better. The annual performance review is sometimes their only chance to find out, and that event is so stressful and formal that the environment is not conducive for improvements.
Today we’ll take a look at how the kings of industry wine, dine and otherwise cajole prospects.
Most of successful professionals use a series of information based ads that build emotion and a call to action. These are much more effective than a standard company branding advertisements. The same principles that go into putting together a high impact (and, often, high priced) ad campaign can be adapted to fit your needs with similar results.
The only way to build and maintain a strong team is through strong, consistent, communication. This is often an overlooked or neglected aspect of business management, and is easily forgotten during periods of high stress or heavy workload.
Avoid letting communication fall on the back burner by creating a regular meeting schedule – and sticking to it. Depending on the size and type of your business, daily, weekly, or monthly team meetings are an important cornerstone of a strong team.
Regularly scheduled team meetings are like Sunday dinners with a busy family. They give you – the owner – a regular forum with your staff to inform and garner support for company-wide training initiatives, announce results, establish goals and targets, or share new visions or directions. They also give your staff a forum to share feedback and air grievances. Give your staff permission to be open and honest in their discussions.
Early in Ben’s career, somewhere in his late twenties, he determined that he needed to continuously work on improving his attitudes and service to those around him. He penned the 13 virtues at that time and proceeded to work at improving himself of at least one virtue per week.
He sets an example for us by taking control of his life and continually setting a higher standard for himself, developing a plan to achieve it and developing a method of measurement to indicate growth. He began by examining his life and determining what vices he partook in and what virtues he felt could best serve to better himself and the community. He understood the importance of self-awareness in being successful, understanding the motivations that drive us, which are positive, and which were negatives. This should be a prime example of how one can improve their circumstances by developing personal integrity and authenticity.