Being a Leader
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Leadership Content for BAL workshops at SR
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TED Talks on Being A Leader

TED Talks on Being A Leader | Being a Leader | Scoop.it

The TED list below features some really wonderful talks on how to be a leader and how to inspire others to action. If you have sometime this weekended you might want to watch some of them. our favourite talk in the list is Simon Sinek’s “How Great Leaders Inspire Action”.

1- How great leaders inspire action by Simon Sinek


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Mel Riddile's curator insight, March 28, 2015 11:07 AM

Check out Simon Sinek's Golden Circle.

Pippa Davies @PippaDavies 's curator insight, April 28, 2015 7:54 PM

Excellent choice of TED videos on leadership.

Jennifer McGuff's curator insight, August 1, 2015 4:37 PM

Awesome  choice of TED videos on leadership and how to inspire others.

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Being Leader-ish: When You’re Not Quite a Leader

Being Leader-ish: When You’re Not Quite a Leader | Being a Leader | Scoop.it

"ish."


This is the word we use when something is stuck between being and not being. Between is and is not. For example, we might say, “that shirt is red-ish.” Or, “I’m feeling sick-ish.” And sometimes, “the weather is a bit warm-ish.”


Describing things as ish is handy, because it helps us avoid committing when we’re not quite ready. And when it is used in the course of regular conversation, we tend to accept this half-way point as okay, and we carry on. We typically do not challenge convenient ish-isms.


But when is being ish not okay? What about in leadership? Is being leader-ish okay, not okay, or maybe okay-ish?


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donhornsby's curator insight, October 25, 2013 7:02 AM

(From the article): Every leader, at one time or another, has probably done something leader-ish. Because leadership is not always easy, and sometimes we instinctively seek convenience.

 

But true character-based leadership emerges through discomfort. Ours, and others. It requires focusing our attention on how we can make others shine. Making mindful judgment calls. Getting things done through others, and winning their hearts and minds in the process. Handling people as unique individuals. Looking beyond our positions to the behaviors and choices that are best for our employees, for the team, for the organization, and its customer.

 

Are you a leader, or leader-ish?

The Learning Factor's curator insight, October 26, 2013 5:47 PM

Every leader, at one time or another, has probably done something leader-ish. Because leadership is not always easy, and sometimes we instinctively seek convenience.

Zian Peak's curator insight, May 6, 2014 10:29 AM

Now there is a word for those inbetweeners-  'Leader-ish'.  

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Why “Company Culture” Is a Misleading Term

Why “Company Culture” Is a Misleading Term | Being a Leader | Scoop.it
Kenneth Andersson
A great deal of ink has been spent over the past thirty years or so on the idea of corporate or organizational culture. Back in the 1980’s, I picked up a now-famous book, Thomas J. Peters and Robert H.

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Forget the Vision, Make the Connections

Forget the Vision, Make the Connections | Being a Leader | Scoop.it

New leaders don’t spend nearly enough time and effort being intentional about how they show up and how they spend their own time. The effort they devote to forming meaningful connections with the people in the organization is almost an afterthought.


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donhornsby's curator insight, April 27, 2015 9:51 AM

(From the article): How can you be more intentional? Hall frames intentionality in her own work in eight words that guide each of her interactions: “I want it to matter that we met.” And it should matter for both her and the person she is meeting. There is an implied flexibility in the time horizon; it may matter immediately or several years down the road. Challenge yourself: “I want it to matter that I hold this position,” or “I want it to matter that I am your boss.” How does this affect how you will show up to deliver short-term results and create long-term impact?

ALONSO MICHELE's curator insight, May 17, 2015 6:23 AM

Une autre vision du leadership!

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Fear of Failure and Lack of Speed In a Large Corporation

Fear of Failure and Lack of Speed In a Large Corporation | Being a Leader | Scoop.it
I just spent a day working with Bob, the Chief Innovation Officer of a very smart large company I’ll call Acme Widgets. Bob summarized Acme’s impediments to innovation. “At our company we have a cu...

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Leading Minds Instead of Managing Behavior

Leading Minds Instead of Managing Behavior | Being a Leader | Scoop.it

We are in the midst of a paradigm shift that, at times, can be disconcerting. But if we embrace the new worldview that science gives us, we stand to be far more effective managers. The place to start is with an understanding of three fundamental discoveries about how the brain works.



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You have dead wood?  Did you kill it?

You have dead wood?  Did you kill it? | Being a Leader | Scoop.it
"If you have dead wood in your organisation it is because you either hired dead wood in the first place, or you hired live wood; then killed it.”  W. Edwards Deming

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6 Leadership Theories to define Effectiveness of Leaders

6 Leadership Theories to define Effectiveness of Leaders | Being a Leader | Scoop.it

In this blog piece, Bhudeb Chakrabarti highlights six different theories of leadership that been developed over the years to explain how people lead others. 

 

He highlights:

Trait theoriesBehvaioural theoriesContigency theories such as those proposed by Fred Fiedler and Hersley-BlanchardCharismatic LeadershipTransactional TheoryTransformational Leadership

 

He describes leading as the art of influencing and motivating people to perform in a manner to achieve a common goal. The sum total of a leader’s roles, tasks and responsibilities and interpersonal influences constitutes leadership in his opinion.


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Jean Marc Santi's curator insight, March 10, 2015 2:34 AM

Leader = personne ayant un rêve dans lequel d'autres se retrouvent.... 

Owen Roper's curator insight, March 19, 2015 9:19 AM

This is great information for Leaders to get continued knowledge, you can always learn something new.

Authentis Formations's curator insight, February 14, 11:31 AM

Difficile de définir le leadership.... Il y a différents angles possibles.

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Top 10 questions for employee engagement surveys

Top 10 questions for employee engagement surveys | Being a Leader | Scoop.it
Employee engagement surveys may range from annual "epics" to monthly pulse surveys, but there is no one-size-fits-all version.

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Richard Andrews's curator insight, March 6, 2015 5:11 AM

I like these - but, to me, there's a vital question missing; "would you recommend this organisation to others as a great place to work

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Agility Is Within Reach

Agility Is Within Reach | Being a Leader | Scoop.it

Many corporate leaders think their companies are agile. Surely, they assume, we possess that combination of speed, flexibility, nimbleness, and responsiveness that will enable us to turn on a dime as circumstances warrant. It often comes as a surprise, then, when a significant opportunity or challenge arises and the company can’t deliver.

 

What these leaders realize too late is that they are thinking about agility in a counterproductive way. In their view, agility is an end in itself, instead of a means to a more important end - sustainable competitive advantage.

 


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Kenneth Mikkelsen's curator insight, March 17, 2015 6:24 AM

In PwC’s latest CEO study, more than half of CEOs surveyed said they believe they will be competing in new sectors in the next three years, and 60 percent said they see more business opportunities now than they did three years ago. But almost three-quarters of respondents expressed concern that their companies lack the skills needed to meet future competitive threats. In these conditions, agility is critical.


With strategic responsiveness and organizational flexibility, you can move quickly when your industry changes.

ALONSO MICHELE's curator insight, May 17, 2015 6:31 AM

Une couche de plus sur l'agilité des entreprises. En tout cas, le mot est français. Il fallait le trouver le "faux-agile"!.

Hanne Alsen's curator insight, June 17, 2015 3:22 PM

Hvor smidig er din virksomhed i OVERGANGE ?

 

- hvor smidig er du selv ?

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Rethinking Executive Education

Rethinking Executive Education | Being a Leader | Scoop.it

In this paper John Pourdehnad and Larry M. Starr  propose a new  approach to executive education that takes into account the prevalence of dynamic complexity caused by massive changes in the nature of the internal and external environments of a system.

 

They argue that the educational requirements necessary to prepare leaders who have the cognitive capacity to steer through the “perfect storm,” are very different from leading in simple and stable contexts.


The authors suggest that this proficiency emerges from the interaction of relevant skills, accessed experience, knowledge and understanding of the situation, practical wisdom and sound judgment, and relevant personality attributes.


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Rise of HR

Rise of HR | Being a Leader | Scoop.it

“The Rise of HR: Wisdom from 73 Thought Leaders,” is a recent anthology published by the HR Certification Institute in collaboration with Dave Ulrich, Professor, University of Michigan and Co-founder of The RBL Group, Bill Schiemann, CEO, Metrus Group, Inc. and Libby Sartain, Business Advisor and Board Member. 


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Kenneth Mikkelsen's curator insight, April 12, 2015 2:17 PM

The following ten themes from the book offer valuable reflection, action and further reading for HR professionals around the world.


  1. The HR professional of today is more likely to be a talent expert, a technology expert and a consultant.  They must focus on 3 categories of skills: how to recruit, develop, and manage people; how to organize, enable and improve the organization; and how to manage, leverage, and exploit data and technology.
  2. Getting the transformational change process right in an organization means attending to the Structural, Cultural and Human elements. All change requires an expenditure of physical, emotional and cognitive resources that should be prioritized like any other organizational asset.
  3. HR leaders need to be conductors of the organizational orchestra, by coordinating the orchestra and being comfortable balancing the various tensions (individual versus firm, star versus supporting players, timing, and flow).  Three key elements underlying the new HR are talent, data and strategy, and require an ability to coordinate alignment across different levels of organizational hierarchy.
  4. HR professionals will need to spend more time thinking about and developing strategies for operating in what has become a transparent world.  More than ever before, HR professionals have to approach their role by constantly reminding their organization to consider the question: What would happen if an employee or customer saw this, or if this appeared on the front page of the newspaper?
  5. Creation of an employer brand is as important as our corporate brand - and thus HR and marketing should be attached at the hip.  In this age of transparency, employees are the media and HR is essential to marketing, as they deliver on the brand promise day in and day out.
  6. In any business dialogue, an HR professional can proffer three unique contributions - Talent, Leadership and Organization.  Three dimensions of competitive organization are organizational capabilities (what the organization is known for, good at doing, how it allocates resources), culture (pattern of how people think and act) and management actions (intellectual, behavioral and process agendas).
  7. Culture is the catalyst that connects executive leadership goals to HR goals and creates a perpetual winning environment.  Great cultures are created through everyday relationships that employees have with leaders, their work and with one another.
  8. Success in any field is based on two characteristics: long term resilience and the ability to be centered, or "in the zone" more frequently.  This resilience center spans five aspects of our lives: our emotions, our physical selves, our spirits, our finances and our relationships.
  9. Workforce metrics is strategically important for firms because the workforce is most firms' single largest expenditure - and the least scrutinized in assessing its impact on value creation.  HR must focus on delivering outcomes that enable top-line growth through the firm's strategic mindset and by leveraging the performance of individual roles that impact value creation and top-line growth.
  10. Forward-thinking HR organizations choose their leadership arenas carefully, letting others take the lead when trends are new to HR, and taking a leadership role as HR becomes more involved.  It means gaining credibility with functional partners from other disciplines so that they welcome the involvement of HR in their domain and are willing to help translate and apply their expertise to HR issues.


Miklos Szilagyi's curator insight, April 12, 2015 5:02 PM

Free pdf, 582 pages...

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5 Things You Can Do Right Now to Be a Better Leader (...start by being present!)

5 Things You Can Do Right Now to Be a Better Leader (...start by being present!) | Being a Leader | Scoop.it
These five things will change your game in any room.

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The Great Paradox of Leadership: Leading the Herd While Still Being a Part of it

The Great Paradox of Leadership: Leading the Herd While Still Being a Part of it | Being a Leader | Scoop.it
The very definition of leadership requires a leader to stand apart from the crowd.  If a so-called leader is simply doing the same thing everyone else is doing, they’re not leading at all. They’re following.

Yet, we’ve all known leaders that strayed too far from the beliefs of their constituents, or appeared to put on airs of being superior to the group, and in the process they lost tons of  influence.  While they might hold on to the title associated with being a leader for some time, they’re true influence is essentially dead and they’re headed out to pasture sooner than later.

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Collaboration: Opening up the ‘MAGIC Box’

Collaboration: Opening up the ‘MAGIC Box’ | Being a Leader | Scoop.it
@BeverlyLandais Interested in learning about Collaboration as a catalyst for accelerating culture change? http://t.co/UgOXIBu76T

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Becoming Powerful Makes You Less Empathetic

Becoming Powerful Makes You Less Empathetic | Being a Leader | Scoop.it
Last year, I worked with a senior executive — let’s call him Steve — who had received feedback from his boss that he was wearing the power of his new title in an off-putting way.

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Eight Ways Engagement Increases Your Bottom Line - RMagazine

Eight Ways Engagement Increases Your Bottom Line - RMagazine | Being a Leader | Scoop.it
An infographic showing eight ways that engagement increases your bottom line.

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Making the Big Behaviour Breakthrough

Making the Big Behaviour Breakthrough | Being a Leader | Scoop.it

A 2008 Harvard Business Review survey involving 125,000 participants at companies in more than 50 countries found that three out of every five companies surveyed rated their organizations as weak at execution. This sounds shocking. But understanding why so many managers have such little faith in their organizations’ ability to execute strategies isn’t hard if you look in the right place.

 


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Kenneth Mikkelsen's curator insight, February 28, 2015 1:50 AM

When it comes to what executives think matters most to the bottom line, it is clearly time for some attitude adjustments.


Nearly all CEOs today invest in leadership. And yet, after decades of sustained research on the topic, these investments typically lead to questionable results rather than clearly improved levels of leadership.


As The Conference Board put it in 2008, “The study and practice of leadership and leadership development continues to be a work in progress, albeit one that shows frustratingly little progress.”


Why?


In many cases, leaders simply don’t see the significant value lost when employees fail to adopt desired behaviours or choose to adopt them incompletely. Despite all that’s been said about the importance of behaviour in recent years, most executives continue to dismiss it as “soft stuff.”


Joan Nichols's curator insight, March 2, 2015 5:42 AM

Changing behavior is key to a good  change management strategy but often overlooked in many industries.   Insightful health care examples provided in this article...

Hanne Alsen's curator insight, June 17, 2015 3:29 PM

 

Har du ejerskab for de overgange din virksomhed/organisation ønsker at du går igennem ?

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The Kind of Homework That Helps Coaching Stick

The Kind of Homework That Helps Coaching Stick | Being a Leader | Scoop.it

“Managers can have a powerful, positive impact on their employees’ performance, engagement and development through coaching. When skillfully done, it can help employees clarify meaningful goals and make progress toward achieving them.”


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Cracking the Employee Engagement Code

Cracking the Employee Engagement Code | Being a Leader | Scoop.it
Who isn’t rushing to the idea that just one more perk or break-room game table would boost employee engagement these days? The latest Gallup data suggest we have an emergency on our hands with just under 32 percent of U.S.

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Sandeep Gautam's curator insight, March 3, 2015 11:09 AM

tying the day-2-day work with KRA's of the organizations is very essential to give people a sense of purpose!

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6 Leadership Styles, And When You Should Use Them

6 Leadership Styles, And When You Should Use Them | Being a Leader | Scoop.it

Great leaders choose their leadership style like a golfer chooses his or her club, with a calculated analysis of the matter at hand, the end goal and the best tool for the job.

 


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Miklos Szilagyi's curator insight, March 7, 2015 2:02 AM

OK, after theories the leadership styles to choose from...

junewall's curator insight, March 8, 2015 10:25 PM

What do you think? .... Try this.... but remember People come first!

 

What styles do you use more often than the others?

Jean Marc Santi's curator insight, March 9, 2015 3:34 AM

Just because it's so adaptative

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The Single Best Way To Develop Leadership Skills

The Single Best Way To Develop Leadership Skills | Being a Leader | Scoop.it

You might learn a great deal in school, but it’s doubtful that you’ll actually develop as a leader by reading a book or taking a course. The military is right about experiential development: People grow and become leaders by making a commitment to a cause, and having personal responsibility and accountability.  


For those of us in civilian life, there are also ways for us to develop as leaders through experience: through volunteer service. There are myriad nonprofit missions from which to choose, roles and positions in which to engage that are meaningful and productive, and paths for personal and professional advancement.

 


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Kenneth Mikkelsen's curator insight, March 10, 2015 12:13 PM

Alice Korngold is the author of A Better World, Inc. A book that I highly recommend.


You can follow Alice on Twitter here: @alicekorngold.


george_reed's curator insight, March 11, 2015 8:09 PM

According to the Harvard Confidence in Leadership Index, the military is the one segment of American society in which most Americans report a high degree of confidence. They are clearly doing something right, and that probably includes a process for leader development. 

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The Most Productive Way to Develop as a Leader

The Most Productive Way to Develop as a Leader | Being a Leader | Scoop.it

Everybody loves self-improvement. We want to get smarter, network better, be connected, balance our lives, and so on. That’s why we’re such avid consumers of “top 10” lists of things to do to be a more effective, productive, promotable, mindful — you name it — leader. We read all the lists, but we have trouble sticking to the “easy steps” because while we all want the benefits of change, we rarely ever want to do the hard work of change.

 


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Kimberley Richardson's curator insight, March 30, 2015 9:39 AM

Self-improvement requires a commitment to being the best person and leader you can be. 

www.whatawaist.ca's curator insight, April 19, 2015 12:06 PM

Very True

Hanne Alsen's curator insight, June 17, 2015 3:24 PM

 

Er du klar til at gøre en indsats, for at blive bedre til at håndtere OVERGANGE / forandringer ?

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Internal Memo: Zappos is offering severance to employees who aren’t all in with Holacracy

Internal Memo: Zappos is offering severance to employees who aren’t all in with Holacracy | Being a Leader | Scoop.it

Aimee Groth has been following Zappos' transformational journey to become a self-managing organization on Quartz for some time.

 

This article reveals what goes on behind the scene in Zappos and brings forth an internal memo from CEO Tony Hsieh where he literally asks the employees to get on board, or hit the door.

 

In his memo, Hsieh details the theory behind self-organization and asks employees for input on how to increase performance in a company without traditional managers. 


In the memo you'll also find references to Frederic Laloux's research portrayed in the book "Reinventing Organizations." 


You can access a talk that Frederic Laloux gave at RSA in February 2015 here. 


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Kenneth Mikkelsen's curator insight, March 30, 2015 11:17 AM

I also encourage you to read Financial Times' response to the article. You can read the story by Andrew Hill here: Zappos and how to manage a move to self-management.


I have collected a wide rage of articles, Slideshares and videos that will get you up to speed on holacracies in a previous Storify thread that you can access here


Read also Bud Cadell's blog post on Medium on Why Self-Organizing is So Hard.


Shawn Boockoff's curator insight, April 1, 2015 7:32 AM

Interesting approach and especially supportive of choice to leave if it's not your "cup of tea". However, this has a significant cultural affect, and I suspect those that stay won't all be on board. Hope the commitment is there to see it through or it will just be ugly.

Ian Berry's curator insight, June 23, 2015 4:00 AM

Appreciate the link to Storify Thank you Kenneth