Do you have a leadership problem? Is your group getting results? Is it hitting targets, achieving quality standards, meeting deadlines, making timely decisions, or exceeding stakeholders’ expectations?
MY MEANINGFUL WORK Your next steps in work explored online with the power of stories and questions! If these questions speak to you… How can I focus on the work I really want to do? How can I access inspiration and support in what I do and how I do it? Or, seeking for new ways [...]
CQL's Appreciative Inquiry training explores what it is, how it works, and ways to use it. This training challenges you to look at best practices in your organization, learn from it and implement it across other areas.
Organizations worldwide have to develop their leaders with less time and money, and it’s not easy. Worse, most leadership development programs turn out to be ineffective and expensive. These programs provide little focus on the social, interpersonal and strategic aspects of leadership, and what’s learned is often difficult to apply. But there’s an alternative.
A good leader knows how to communicate, and more importantly, a good leader knows how to address communication issues. These three simple questions will always keep you on top of your game. Read more...
I find it ironic that when I ask leaders—even good ones—what constitutes leadership, I often get vague, disparate, and vapid responses. You’d think this educated and successful population could offer crisp and concrete definitions of their own crucial work. Instead, you hear a dozen tangents of real leadership like energizing, visioning, pathfinding and modeling.
Fortunately, not all leaders are missing the mark. I once met a leader who has a concrete expression of leadership on the tip of his tongue. Tim Tassopoulos, EVP of Operations at Chick-fil-A, says it this way: leadership is intentional influence. I couldn’t agree more.
As we combed through the data, some key insights emerged that helped us understand why so few leaders either grasp or exert influence well:
1. Leaders act as if it’s not their job to address entrenched habits
2. Leaders lack a theory of influence3. Leaders confuse talking with influencing
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