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The Leadership 'X' Factor That Creates 'It' Companies

The Leadership 'X' Factor That Creates 'It' Companies | Business Coaching | Scoop.it
Great leadership and culture are behind the best companies in the world today.

Via David Hain
Miklos Szilagyi's insight:

"...people are the culture..." yeahhh, that's why it takes time to change it if you want to change the ingrained one (modify it slowly, gradually...)  If to change people individually is difficult (and goes only with their consent and highly charged motivation....), consequently to change culture is even more difficult because the system effect... and your best, most brilliant strategy will fail if it does not take into account the culture and if necessary, the change of it... the pure, aseptic oarding desk blueprints will never take the real "3D" form, they are umrealizable because of this....

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David Hain's curator insight, June 29, 2014 2:40 AM

The no.1 source of sustainable competitive advantage!

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Professional coaching is a thought provoking & creative process inspiring clients to maximize their personal & professional potential
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7 mistakes to avoid when presenting to senior management

7 mistakes to avoid when presenting to senior management | Business Coaching | Scoop.it
I still remember the very first time I was invited to make a presentation to my senior management team. I couldn’t sleep for days; my mind was filled with dread, and every nerve, cell and fibre of my entire being felt like they were preparing for a major meltdown. I was only in my early twenties,
Miklos Szilagyi's insight:

The main items:

 

More is too much....

 

Don’t make them read (you know, the PPTs...), rather start a conversation

 

You’re not a comedian (don’t leave the punchline for the end, give it to them up front)

 

Energy and enthusiasm are infectious (you have to command your audience’s attention and get them to feel your passion and belief in what you are saying)

 

Playing it safe is boring (you’ve got to take some risks to stand out and make your message stick – surprize them, use provocative slides, challenge the status quo...)

 

Human beings need to connect (challenge their thinking, use descriptive language/metaphors/analogies, use your voice and moves effectively)

 

Some truth about you (you should not be invincoble there, a little personal disclosure would just help about how you feel and that you are not being afraid to be vulnerable)
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How Promotable Are You?

How Promotable Are You? | Business Coaching | Scoop.it
 Personal growth within an existing company really comes from doing two things all the time.The first is over-delivering on results within the values criteria that your boss sets for the team. If you can consistently deliver on performance and you have the behaviors to go with it, your boss will know that you can always be counted on — you will hit the numbers. But you can’t stop there. The other quality that makes you promotable is constantly working to make your boss smarter. So when your boss
Miklos Szilagyi's insight:

It's for organisation women and man... 2 classic & wheather-proof good advices from the legendary Jack Welch... over-deliver (time & value), by that please your boss (it's kind of not cool but try it works...) and help your boss' development... these might/will help you to be more promotable like perhaps now... It's nothing to do, by the way, with any type of bootlicking or adulation, it's around common values (if not, if you plays on his weakness, then, it is bootlicking...), that's the point...

 

What? Your boss is an a@@hole? Then, you are not on YOUR right place... that's another issue...

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How To Conduct Perfect Performance Reviews

How To Conduct Perfect Performance Reviews | Business Coaching | Scoop.it
My show employs a lot of people, and as a host and a CEO, it falls upon me to occasionally conduct staff performance reviews. It’s a standard thing in a business and I want to be taken seriously as a businessman (next step: buy a briefcase). I decided to see what kind of people I have on my staff, and like every aspect of my life, I took a camera crew with me to record the results. 
Miklos Szilagyi's insight:

Well. it's not necessarily the most perfect performance review but is at least full of bad examples... sometimes it's really too much but that's what we know Conan is... Viel Spass..:-))) 

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Weekly Nudge - Three powerful words a leader can and should say...

Weekly Nudge - Three powerful words a leader can and should say... | Business Coaching | Scoop.it
Miklos Szilagyi's insight:

:-)))

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How To Estimate Your Innovation Costs

How To Estimate Your Innovation Costs | Business Coaching | Scoop.it
There is no manual that says exactly how to do this or how much you are likely to spend innovating but here is a common sense approach that seems to work well. Imagine that you are a company that needs
Miklos Szilagyi's insight:

Short and interesting... good combination...:.-)))

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Googling Gives Illusion of Knowledge Even When The Search Reveals Nothing! - PsyBlog

Googling Gives Illusion of Knowledge Even When The Search Reveals Nothing! - PsyBlog | Business Coaching | Scoop.it
Even when an internet search is unsuccessful, people feel they know more.
Miklos Szilagyi's insight:

Right... and then? Illusion is more than nothing, isn't it... but, anyhow, it's interesting... Once more: it's not the fact but our story about the facts which counts... great, isn't it? LOL...:-)))

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What It Means to Work Here

What It Means to Work Here | Business Coaching | Scoop.it
The concept of signature experiences grew out of organizational research we’ve conducted during the past five years. Initially, we looked closely at companies with highly engaged employees (as measured by workplace surveys and other tools) and set out to compile a checklist of the common practices these businesses used to foster enthusiastic, committed, mission-aware employees at all levels. Surprisingly, their approaches to talent management varied greatly. For instance, some firms paid well above the mean while others paid below it. Some boasted highly flexible, self-scheduling work groups; others featured more structured, “all hands on deck” environments. The companies’ underlying philosophies about the employer-employee relationship also varied, from paternalistic to hands-off.

The more we looked, the more we realized that the variation in practices was not just noise in the system; it was, in fact, a critical element of the companies’ ability to achieve high levels of employee engagement. These organizations excel at expressing what makes them unique. They know what they are, and it’s not all things to all people.

Via David Hain
Miklos Szilagyi's insight:

"...You won’t find and keep such individuals simply by aping other companies’ best practices or talent-management moves, however. You need to be able to tell new and prospective hires what it’s like to work at your company, to articulate the values and attributes that make working at your firm unique. You need to provide a “signature experience” that tells the right story about your company. In the process, you’ll empower the people who share your values and enthusiasm for work to self-select into your firm, thereby creating the foundation for highly productive employee-employer relationships..."

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David Hain's curator insight, May 16, 5:11 AM

'Most executives can tell you who will buy their products or services. Few have the same insight into who will buy into the organization’s culture.' ~ Lynda Gratton

Rescooped by Miklos Szilagyi from Bounded Rationality and Beyond
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It’s hard to make ‘good’ decisions

It’s hard to make ‘good’ decisions | Business Coaching | Scoop.it
A small group of business leaders was part of Mint’s Breakfast With CEOs event on 16 April 2015 at ITC Maurya’s Dum Pukht restaurant in Delhi. They were in conversation with a person who is known as the father of behavioural economics—Richard Thaler. The Charles R. Walgreen Distinguished Service Professor of Behavioural Science and Economics at the University of Chicago Booth School of Business and co-author of global bestseller Nudge: Improving Decisions About Health, Wealth and Happinesshas challenged the status quo among Economics academics to prove that the world is not made of Econs, or perfectly rational people analyzing reams of information to perfectly maximize utility, but of Humans, or real people who take irrational decisions and are suscptible to biases. Thaler advocates using ‘nudges’ for good outcomes, or putting in place a choice architecture that induces people to take decisions that are ‘good’ for them. The discussion, moderated by R. Sukumar, editor, Mint, generated a lively conversation about the use of behavioural economics in solving problems in business and policy. 

Via Alessandro Cerboni
Miklos Szilagyi's insight:

"...Economists not only assume that people are perfect, they also assume that organizations are perfect; that firms are maximizing profits. The reason why they assume that is because it is the easiest thing to do. All of you as CEOs know that if I just tell you to maximize profits, does it mean raise or lower the price? Should you advertise more or less? This math is complicated and what you see in every domain of life is that there are these rules of thumb and ways of doing things because we have always done them that way, whether or not they make any sense...."

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The Dumbest Mistake That Smart People Make

The Dumbest Mistake That Smart People Make | Business Coaching | Scoop.it
Giving feedback incorrectly is one of the worst mistakes smart people are particularly prone to make. Experts tend to...

overestimate their expertise and give feedback in areas where they don't have expertise;
feel compelled to give feedback as a result of their expertise;
be condescending as a result of thinking something is obvious to others when it isn't; and
be too general as a result of forgetting the little insights that make up ideas.

These disadvantages are collectively known as the curse of knowledge.

I interviewed 10 world-class leaders (including the founder of two television networks, a former Fortune 500 CEO, and similarly successful entrepreneurs) to get their perspective on how to give feedback in the best way. In the few minutes it takes to read this article, you'll have a whole new toolkit, which will immediately improve how you give feedback to others.

Via David Hain
Miklos Szilagyi's insight:

"...Be tough-minded on standards and tender-hearted with people..." - Good... like it...:-)))


It refers clearly to the 2 necessary Janus-faces of management/leadership... if you are only touchy-feely (even if you are in the best intent and using the best coaching techniques, if you have only this only face, you will be felt so... - OK, it depends on cultures as well) you lose respect, if you are always hard to people, well, you lose them completely (at least in mind...)... but if well chose well the occasion for both decisiveness and empowerment, you will be able to achieve your and your people' (your team's) goals...

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David Hain's curator insight, May 14, 5:32 AM

The art of giving!  If feedback as a gift, there's ways to give it better. 10CEOs share their experience.

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Shocker! Entrepreneurs Often Are Not CEO Material.

Shocker! Entrepreneurs Often Are Not CEO Material. | Business Coaching | Scoop.it
An entrepreneur who serves as CEO of a company he launched has found the two roles are very, very different.
Miklos Szilagyi's insight:

"...It may sound provocative to say this, but entrepreneurs are not CEOs-in-waiting. We need to stop thinking of them that way if we want to build truly successful and, above all, sustainable companies...

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How to Be Smarter

How to Be Smarter | Business Coaching | Scoop.it
Life and business are both based around making smart decisions. That's not as hard as it sounds.
Miklos Szilagyi's insight:

Apparently through these:

 

Be present in the moment (mindfulness are coming through the windows as well...)Trust your instincts (but watch out, check back your instincts... there are books about how far your instincts could bring.... in the wrong direction...)Think critically (OK... then, (1) trust your instincts, i.e. accept them without any critisism and (b) think critically, i.e. about everything else... well, this one I like better...)Stay sharp (OK, thank you for the advice...)

 

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11 Tips to De-Stress Your Life

11 Tips to De-Stress Your Life | Business Coaching | Scoop.it
Stress is an insidious health risk mostly caused by trying to control events and people that we can't.
Miklos Szilagyi's insight:

Well, I have some remarks to them:

 

Identify triggers (the „buttons” you are just jump at)Be healthy (aha... what else?)Get organised (OK, it’s more to the earth...)Stop procrastinating (I’ll try not to procrastinate to start with this...:-)))Turn off your phone (Whaaat?!)Do something that makes you happy (agree... but if that is eating chocolate?! That interferes with No.2 which already is originally very difficult & complex)Stop filling up your calendar (OK, not even started...)Accept people for who they are (well, it’s a good one... besides that’s what you can do with some minimal common sense...)Be grateful (important...)Avoid multitasking (Ooops... I just turned off the radio... no... just kidding...)Pucker up (well, not only for kissing but for everything that might come on your way in the moment, be prepared...)

 

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3 Non Verbal Habits of Inspiring People

3 Non Verbal Habits of Inspiring People | Business Coaching | Scoop.it
Inspiring people starts at first glance. Non verbals play a key role in starting relationships based on trust, competence and appropriate emotions.
Miklos Szilagyi's insight:

(1) Display warmth right from the start

(2) Demonstrate your credibility

(3) "Kérd meg" a testedet, hogy segítsen menedzselni az érzelmeidet

 

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Holacracy: Why Employees Like Hierarchy?

Holacracy: Why Employees Like Hierarchy? | Business Coaching | Scoop.it
You would think that holacracy (flat orgs.) would be all employees' dream. Not so. Kate Nasser, The People Skills Coach™ reveals why emps. like hierarchy.
Miklos Szilagyi's insight:

Do they really? Might be that on the surface not but... holacracy might be dangerous for some... it means among other things: (real) freedom... you must decide a lot... instead of the bosses would do that... and you could shift the responsibility on them (it's not the "real" freedom...) and in case you could blame them...

 

Also, there rate real - rarely mentioned - advantages of the hierarchy (when speaking about it, we often  think about the wrong hierarchies):

1. security

2. clarity (if well-run)

3. quick decisions

4. motivation and conflict resolution by management

5. there are possible career paths

6. less courageous (but e.g. experienced) employees are helped by the framework

 

 

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Forget Setting Goals. Focus on This Instead.

Forget Setting Goals. Focus on This Instead. | Business Coaching | Scoop.it
When it comes to getting things done and making progress in the areas that are important to you, there is a much better way to do things.
Miklos Szilagyi's insight:

Brave statement... worth to read it... to (partially, as a whole) agree or to disagree and to argument against, it worth to judge... too many helping profession would be baffled to hear this but anyhow it says one or two things to think about...:-)))

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Everyone Failed To Ride This Bicycle. The Reason Behind Is Mind-Boggling

Everyone Failed To Ride This Bicycle. The Reason Behind Is Mind-Boggling | Business Coaching | Scoop.it
Riding a bicycle is a life skill we learn as kids that sticks with us for a lifetime. Once you learn it, you never forget it. But...
Miklos Szilagyi's insight:

Bycicling is in your comfort-zone? Look at this...:-))) Brain plasticity? Might be... knowledge is not equal to understanding? May be... I'd rather search for metaphorically in being or not being in our comfort-zone... you change one element and you're out! And how difficult to get it back! Maybe more difficult than to learn something new... interesting...

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Restarting a Stalled Career

Restarting a Stalled Career | Business Coaching | Scoop.it
We all hit a professional plateau at some point, writes Joann S. Lublin. Some tips for getting a career back on track.
Miklos Szilagyi's insight:

“Executives hope their stalled progress will heal itself, but they often end up retired in place...”


“You have to continue to grow in your career... Otherwise, you’re going backward...”

 

"Executive coaches typically encourage stalled stars to undergo rigorous self-assessments, including aptitude tests." (Why not give a try to an Innermetrix ADV profile?)

 




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Claudia Crescenzi's curator insight, May 21, 4:50 AM

“You have to continue to grow in your career,” Mr. Wager explains. “Otherwise, you’re going backward.”

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When You’re Just Too Tired to Make the Right Call

When You’re Just Too Tired to Make the Right Call | Business Coaching | Scoop.it
New York Times science writer John Tierney reported on a study of parole board decisions. Prisoners whose cases were first up had a far greater chance of early release than cases heard later in the day.

When researchers examined the data, they found the merits of the individual case were not the main factor in prisoners going free or staying put. The only variable was how tired the board members were after analyzing cases all day.

Decision fatigue is what happens when we’re too drained to do our best thinking and make the best calls. And it doesn’t just affect professors and parole boards. If you push it too far as an executive, an entrepreneur, a parent, a pastor, anything at all, you’ll experience decision fatigue.

Via David Hain
Miklos Szilagyi's insight:

Just some energy saving ideas... not completely new but not either badly presented.... I have just thought about them.... Good point is that there is a decision curve in relation to time (we are not just not able to keep our attention - needed badly for any decision - constant... it's declining with time, it fluctuates, it's everything but constant... in the meantime we think we are perfectly OK to do it...

 

...my favourite is: "Don't think..." Well, try it, at least just before asleeping...:-)))

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David Hain's curator insight, May 18, 6:26 AM

Michael Hyatt on 4 simple ways to beat decision fatigue that affects us all.

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Pink's Six Senses

Daniel Pink's theory on how right brained people will thrive in the future.

 


Via Kenneth Mikkelsen
Miklos Szilagyi's insight:

I like especially the "Symphony" part...:-)))

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2015 Global Recruiting Trends Win the war for talent by staying ahead of these industry changes


Via Merdrignac Soizic
Miklos Szilagyi's insight:

"1 Sourcing: The top sources of

quality hires have shifted in the past 4 years.


2 Talent Brand: Social networks


3 Data & Metrics: Quality of hire is the

are becoming the preferred channels most valuable recruiting metric. for promoting talent brand...." 


Social network establishes your talent brand... interesting... not so brand new but good to read it in this context too...

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Are you Plugged in or Otherwise Occupied?

Are you Plugged in or Otherwise Occupied? | Business Coaching | Scoop.it
According to research by Development Dimensions International, 89% of leaders with strong interaction skills have more engaged teams. It makes sense that there is a correlation between your interaction as a leader and employee engagement. After all, when leaders consistently connect with their team members in a positive way, they create an environment of open communication. This connectivity has positive business results as well: the DDI survey indicated that “plugged in” leaders had three times less turnover and 83% led their teams to exceed their productivity goals.
Yet there’s an irony at play. Consider for a moment two possible meanings of the word “engaged.” One is: to be thoroughly involved, as in, “the employees were highly engaged in the customer service rollout.” Then there is “busy or otherwise occupied.” In order to have the first type of engagement with your team, as a leader it’s necessary to forgo the second. Leadership places many demands on you; are you sending “I’m too busy” signals without knowing it? Here’s how to tell the difference between an Otherwise Occupied Leader and a Plugged-In Leader.

Via David Hain
Miklos Szilagyi's insight:

Good...

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David Hain's curator insight, May 13, 11:19 AM

"The best leaders are still connected to those they lead, offering coaching, support and mentorship when needed"  ~ @JenniferVMiller

Ron McIntyre's curator insight, May 14, 12:11 PM

This paradox remains an issue. To be effective, IMHO, it requires leaders to be intentional, authentic and transparent when dealing with all levels within the company. Above all there must be a respect for each individual from the President to the Janitor.

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When Coaching is not the Answer!

When Coaching is not the Answer! | Business Coaching | Scoop.it
My firm belief is that coaching should be used to help somebody grow - to improve in capability and self-confidence. Unfortunately, in too many organisations, coaching is seen as a panacea for all ills and/or a last resort to try to "fix" somebody who is "broken". Too many times have I been asked to coach somebody whom management has given up on. Coaching is ignorantly suggested as the snake oil that can cure the person who is regarded as having become a burden, no matter for what reason, and somehow magically restore them to the state of productive asset. Or worse, it's the last intervention box that gets ticked before they are kicked out the door, after which the organisation can say, "Well, we tried everything."

Via David Hain
Miklos Szilagyi's insight:

...and if applied and/or called for in inappropriate situations it might even backfire... money, time, energy are spent, results are not shown, disappointment, disillusionment occur... and one thinks that coaching is BS as it is... although it was either wrongly applied and or wrongly administered... 

 

...if the client itself does not think that he/she needs it and doesn't want to improve, the condition sine qua non of the successful coaching is simply non-existent... 

 

...and/or if the situation (in which he/she is involved) is not also changing (perhaps due to the changes achieved in the coaching process), the old patterns/games might quickly absorb back the person into his/her old patterns...

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David Hain's curator insight, May 12, 4:55 AM

Coaching is at its best as a development activity, not a last chance saloon.

Ron McIntyre's curator insight, May 12, 11:12 AM

Personal opinion: Coaching is only successful when it is proactive, intentional and engaging on both sides. The value comes from the relationship and accountability not the program or models. Food for thought.

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How to Make Managing Poor Performance Easy

How to Make Managing Poor Performance Easy | Business Coaching | Scoop.it
It takes a skilled and experienced manager to be expert and slick when it comes to raising poor performance.
Miklos Szilagyi's insight:

That's a good one... I like e. g. the enumeration of the possible causes of the poor performance... common sense but strong as it is:

 

a)      They are in the wrong job

b)      They have problems outside of work

c)       They simply need more knowledge or information or understanding.

 

If you are careful to spot which one is working, you might have a better chance to fight it...

 
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Mood of the World Upbeat on International Happiness Day

Mood of the World Upbeat on International Happiness Day | Business Coaching | Scoop.it
As the world marks the third annual International Day of Happiness on Friday, people in Latin America are the most likely in the world to experience positive emotions on a daily basis.
Miklos Szilagyi's insight:

Well, let's face it... in Latin-America the people are happy...  Hmmm... fuel for  thinking... let's congratulate them... they know something (or et least DO something) what we have forgotten....  more or less...

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The 6 Elements of Persuasion (Infographic)

The 6 Elements of Persuasion (Infographic) | Business Coaching | Scoop.it
When you want to get your customer to say yes, keep these principles in mind.
Miklos Szilagyi's insight:

The main elements of persuasion (not cheap...:-))):

 

Reciprocity

Scarcity

Authority

Consistency

Liking

Consensus

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