When you ask executives what they want beyond short profit and revenue growth they’ll likely say ‘more innovation’. Why? Because they face unprecedented business challenges.
Why is it so difficult even for successful companies to become more innovative? Although they are already innovative – to a certain extent? Because there are two major hurdles to becoming more innovative – at the individual, personal level and at the organizational, company level.
Do you know what your leadership blindspots are? It’s a trick question because, by definition, blindspots are areas where you lack awareness of your weakness. Many coaches casually refer to them as “derailers.” A leader continues to advance and climb the career ladder until an unknown weakness suddenly derails her career. Robert [...]
In an increasingly competitive, cautious and accelerated world, those who are willing to take risks, step out of their comfort zone and into the discomfort of uncertainty will be those who will reap the biggest rewards. When I first left my parents’ small farm at eighteen to move to “the city” [...]
I’ve learned in leading change that there are some common objections. If you know a change is necessary, understanding why someone is objecting may help you respond accordingly. Here are 5 common reasons for criticism of change: Confused -These people just don’t understand the change. They lack information. Often they have heard misinformation. Many times, …
Leadership and management are two distinctly different but complimentary skill sets that all companies need. Leaders make sure the organization is doing the right things, while managers make sure they do those things right. Leadership is about coping with change while management is about coping with complex issues. Both are qualities that can be learned and both require constant focus on improvement. Especially when the organization is facing potential adaptive challenges.
U.S. Air Force Brigadier General John Michel knows about leadership in challenging environments.
This is an interesting article with fellow Scooper, @John Michel. I in particular like the idea of 'The Order of the Penguin' award that goes to the person who represents the principle of smart risk-taking.
You should also follow John on Twitter here: @JohnEMichel.
As Jon Kabat-Zinn puts it, mindfulness "wakes us up to the fact that our lives unfold only in moments." If we're not fully present for those moments, we may miss what's most valuable in our lives, both personally and professionally. Simply put, mindfulness is about not living in your head all the time and is about paying attention to where you are, what you're doing, or who you're talking to so that you are in touch with the right here, right now. Research shows that mindfulness reduces stress and increases concentration and clarity. Read on for five simple ways to practice mindfulness to improve your personal and professional life.
Mindfulness "wakes us up to the fact that our lives unfold only in moments." If we're not fully present for many of those moments, we may miss what's most valuable in our lives, both personally and professionally. #leadership
Organizational change is inseparable from individual change. Simply put, change efforts often falter because individuals overlook the need to make fundamental changes in themselves. Anyone who pulls the organization in new directions must look inward as well as outward.
An American Management Association study of Fortune 500 companies found that “…less than 50% of changes in their organizations were successful, and that employee resistance was the main reason for failures.” This is why it's necessary to focus on the person.
Anybody who has ever watched interviews with managers or coaches of professional sports teams will have heard plenty of discussion of the need for leaders throughout the team. The same thinking is also increasingly a preoccupation of business people. Indeed, the need for “leaders at all levels” is one of [...]
“Senior executives should create a culture that broadens the opportunity for leaders to develop in new ways,” writes the Deloitte team. “This means putting potential leaders in positions that stretch them beyond their current skill sets, and continuously coaching and supporting leaders so they can build their capabilities as rapidly as possible.”
Building a culture that is comfortable with -- even aggressive about -- innovation, risk, and change, means that everyone needs to embrace the process of continuous learning, unlearning, and relearning that is the key to personal and organizational success.