Here are 10 big ideas from the book, Emotional Capitalists: The Ultimate Guide to Developing Emotional Intelligence for Leaders, by Martyn Newman. In the book, Newman shows us how to get emotional intelligence, and use it to achieve extraordinary results.
Sometimes I feel like an organizational anthropologist, who has taken deep dives into organizations to learn more about the nature of organizations in general. As an amateur organizational anthropologist, I have to take some basics of the profession into account. I selected four:
Leaders already know that keeping their teams motivated, engaged and driven to succeed is a demanding task in itself. But in today’s world it’s even harder, because leaders have to keep their people engaged while responding to huge, disruptive changes in how we work and what we care about in the workplace. It’s a big challenge, but the first step to overcoming it is knowing what the changes are. In Hay Group’s new book, Leadership 2030, we’ve identified six “megatrends” that are transforming societies and the global business environment as we know it.
Very few founders, startup CEOs, board members, investors, and others supporting the entrepreneurial community actively pursue and advocate disciplined, professional leadership development. This is an enormous missed opportunity.
Entrepreneurs, especially founders and startup CEOs, need not wait to be encouraged to do this work. They should not consider their own development as a nice-to-have, an indulgence, or an unnecessary expense. They certainly should not delay until their jobs are threatened by their poor performance.
Here are seven reasons (among many) that every founder and entrepreneurial CEO should actively develop their leadership, and a question about each.
The formula for leadership success is never as simple as 1 + 1 = 2. In fact, a recent article in Inc. Magazine identified 7 Leadership Qualities You May Not Know You Have, pointing out that some personality traits, which might have been considered “weaknesses” in the past, might lead to personal leadership success today.
We agree with the author’s assertion that empathy, optimism, forgiveness, altruism, eloquence, discernment and modesty are all important factors in determining potential leadership success. We also know that great leadership comes from consistently demonstrating these types of traits over time.
At Disney Institute, we believe that great leadership depends upon the actions one takes with respect to the organization’s values. We call this “values-infused leadership.”
What defines a values-infused leader? Simply stated: these leaders actively cultivate success by making values foundational to their decision-making. These Four Considerations help to determine their effectiveness:
I grew up in Rumson, NJ using my fake ID to get into the Stone Pony with a $2 cover charge to hear Bruce Springsteen (before we knew how famous he'd be). Who knew? In his new book, Leading the Life You Want: Skills for integrating World and Life, Stew Friedman shares how The Boss has harmonized parts of his life to find a balance that works for him. It can work for all of us - if we're willing to learn...because after all, we were all born to run!
In the Participation Age, a New Form of Payment Is Emerging: Time.
Richard Branson just announced he would be giving Virgin employees unlimited vacation. He's either nuts or knows something others have yet to discover: You'll make more money if you give people their time back.
Who are the unhappiest among your workers? And what’s driving them crazy? They may not be who you think they are. They aren’t who we would have thought.
To find out, we gathered data from the most unengaged and uncommitted employees from more than 320,000 employees in a variety of organizations. We then identified those employees whose engagement and commitment scores were in the bottom 5% and compared the responses of these 15,729 unhappy souls to the rest.
You might think these would be the people with poor performance ratings or the ones in over their heads – people with inadequate training, education, or experience for the job. Or perhaps they’re the ones who haven’t been on the job long enough to decide they’re a bad fit and move elsewhere.
But when we examined the demographic characteristics of these employees, we found instead that they could best be described as those “stuck in the middle of everything.”
The infographic that we put together has some pretty shocking statistics in it, but there are a few common themes. Employees feel overworked, overwhelmed, and they don’t like what they do. Companies are noticing it, with 75% of them saying they can’t attract the right talent, and 83% of them feeling that their employer brand isn’t compelling. Companies that want to fix this need to be smart, and patient. This doesn’t happen overnight, but like I mentioned, it’s easy to do. Being patient might be the hardest thing for companies, and I understand how frustrating it can be not to see results right away, but it’s important that you invest in this, because the ROI of employee engagement is huge.
Here are 4 simple (and free) things you can do to get that passion back into employees. These are all based on research from Deloitte.
Leaders set the tone of an organization. The outer environment is a reflection of the inner environment of those who establish the quality of the company. When the leader(s) are chaotic and manage without a solid foundation or strategy, the whole operation turns into fire drills, with everyone running around like beheaded chickens.
The only thing this creates is a sustained profile of hysterics and frustration.
Great leaders are compassionate. I know a great leader who had an employee in trouble. It was rather serious financial trouble, and it jeopardized her family. She wasn’t a top performer. She wasn’t anyone’s favorite. But she was one of his people, and he did what was necessary to help her out of her financial jam. I know another great leader who helps people who don’t perform well into other roles. Sometimes those roles are within his company. Other times, he helps them find their way into new companies where they can be successful. He doesn’t throw people out on to the street. He cares about people. You’ve no doubt heard stories like these–or you have taken similar decisions yourself. Maybe you’ve done what you believed to be right, even when it wasn’t popular, and even when you have stood alone. Compassion isn’t walking a mile in someone’s shoes. Compassion isn’t the mental process of understanding intellectually what another person is going through.
Whether you’re directing a small team or an entire company, you already know that one of the most persistent challenges of leadership is motivating people. You’ve probably experienced a host of universal frustrations: “Why do they lose steam when I’m not here? Why aren’t they pushing themselves more? I know they can do better.” Here’s a secret: they know this too.
90% of your job as a leader is relentlessly encouraging people to do the things they already know they should be doing. Sure, leadership requires strategy and vision, but truly successful leaders also develop their ability to inspire, push and motivate their team in countless, imaginative ways.
To help you in this quest, here are a few simple motivational techniques based on scientific studies, some of which had rather surprising results. These tactics can have lasting effects on the productivity and happiness of your team—and maybe even yourself.
El Cofre Mágico (www.cofremagico.es) es un espacio lúdico y artístico creado por mi amigo Alex, el gran genio y mejor persona, ideal para niños y jóvenes de 0 a 100 años. ¡Atrévete a mirar dentro! ¡Lleva a tus hijos, amigos y familiares a verlo! - ¡Te partirás de risa y disfrutarás como un diminuto ser humano!
A talk, followed by Q&A, by Frederic Laloux about "Reinventing Organizations", a research and book that is turning into an international phenomenon.
Increasingly, employees and managers (but also doctors, nurses, teachers, etc.) are disillusioned with the way we run organizations today. We all somehow sense that there simply must be better ways to run our businesses, nonprofits, schools and hospitals.