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Leadership Lessons From a Child with Autism

Leadership Lessons From a Child with Autism | Leadership | Scoop.it

Leadership has always been a passion for me and after years of study, reading dozens of leadership books, listening to mentors and accumulating great experience on the way to a successful career I have come to understand one thing: I can still learn something new about leadership. In my case, one of the best sources of ongoing leadership lessons is my 15-year-old son who has high functioning autism.


Via Patti Kinney
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Issue 30 – Chris Atkinson » Realizing Leadership

Issue 30 – Chris Atkinson » Realizing Leadership | Leadership | Scoop.it

Realizing Leadership Magazine.
In Conversation with Chris Atkinson: The Transformational Leader

Elysian Training's insight:

Elysian Training is very happy to be featured on the cover of Realizing Leadership this month.

“If people listen to you, if they’re choosing to follow you – your words, your ideas – you’re a leader regardless of your position and that’s fundamentally misunderstood because we associate the word leader with those people with power..” 
~ Chris Atkinson

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The Modern Mentor In A Millennial Workplace

The Modern Mentor In A Millennial Workplace | Leadership | Scoop.it
Millennials have a bad reputation. They are seen as spoiled, lazy and have high expectations. Put simply, they’re considered immature, but we think otherwise. Based on our research, we believe that Boomers and Gen Xers have important roles to play in mentoring Millennials and helping them harness their valuable talent. [...]
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How To Create The Culture You Want With Stories

How To Create The Culture You Want With Stories | Leadership | Scoop.it
What stories are told in your organization today? Are you aware of them? Do they reinforce your desired culture or do they inspire undesired actions?

Via Karen Dietz, Kevin Watson
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The author of this article, S. Chris Edmonds, shares a few incredibly important points for leaders sharing stories. The first one is that stories help guide behavior. Tell the wrong stories and you'll be sorry.

 

On the other hand, if a leader knows the right stories to share, the bottom line increases. Gotta love that. Makes you wonder why more CEOs are paying attention this. And if you are a CEO who does -- yay!

 

I will also point out that sharing stories is not enough. Rewards and acknowledgement are critical for success. You'll see what I mean when you read the article.

 

What I also really like in this post are the 2 stories Edmonds shares to make his point. Not only are they good stories, they drive home the advice he brings to the table. Enjoy.

 

This review was written by Karen Dietz for her curated content on business storytelling at www.scoop.it/t/just-story-it 

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Kevin Watson's curator insight, August 10, 4:32 AM

The author of this article, S. Chris Edmonds, shares a few incredibly important points for leaders sharing stories. The first one is that stories help guide behavior. Tell the wrong stories and you'll be sorry.

 

On the other hand, if a leader knows the right stories to share, the bottom line increases. Gotta love that. Makes you wonder why more CEOs are paying attention this. And if you are a CEO who does -- yay!

 

I will also point out that sharing stories is not enough. Rewards and acknowledgement are critical for success. You'll see what I mean when you read the article.

 

What I also really like in this post are the 2 stories Edmonds shares to make his point. Not only are they good stories, they drive home the advice he brings to the table. Enjoy.

 

This review was written by Karen Dietz for her curated content on business storytelling at www.scoop.it/t/just-story-it ;

Denise Dyer Coaching's curator insight, August 10, 10:06 AM

The author of this article, S. Chris Edmonds, shares a few incredibly important points for leaders sharing stories. The first one is that stories help guide behavior. Tell the wrong stories and you'll be sorry.

 

On the other hand, if a leader knows the right stories to share, the bottom line increases. Gotta love that. Makes you wonder why more CEOs are paying attention this. And if you are a CEO who does -- yay!

 

I will also point out that sharing stories is not enough. Rewards and acknowledgement are critical for success. You'll see what I mean when you read the article.

 

What I also really like in this post are the 2 stories Edmonds shares to make his point. Not only are they good stories, they drive home the advice he brings to the table. Enjoy.

 

This review was written by Karen Dietz for her curated content on business storytelling at www.scoop.it/t/just-story-it 

Ian Berry's curator insight, August 10, 8:46 PM

Good points about wandering around and engaging and listening. I ask 2 questions What's worth celebrating? What can be better?

Andrew Thorp is a leading expert in how to craft a better story about yourself and your business. I'm having a candid and convivial conversation with him on August 20th You can register from http://www.ianberry.biz/events/

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9 Leadership Essentials to Cause Meaningful Work

9 Leadership Essentials to Cause Meaningful Work | Leadership | Scoop.it
I’ve written about the characteristics of meaningful wo…

Via Anne Leong, Marc Wachtfogel, PhD
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4 Easy-to-Implement Actions of Phenomenal Leaders

4 Easy-to-Implement Actions of Phenomenal Leaders | Leadership | Scoop.it
Here are four ways to instantly improve your leadership style.
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A Leadership Challenge: Close the 'Saying-Doing' Gap

A Leadership Challenge: Close the 'Saying-Doing' Gap | Leadership | Scoop.it
Great leadership first requires knowing what to do and how to do it really well.
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The paradoxes of creative leadership

The paradoxes of creative leadership | Leadership | Scoop.it

The THNK model of creative leadershipCreative leadership is rich with paradoxes. Creative leaders are driven by their internal passion and purpose, yet they also have an externally oriented, explorative mindset. Creative leaders lead from the front by envisioning a better future, pointing the way and setting an aspiration, yet they achieve this by orchestrating a creative team, often leading from behind to bring out the best in others.
In this article, we describe the competencies of a creative leader in detail, and invite you to look in the mirror and see how you score on those key competencies. We explore the topic of paradoxes found in creative leadership and leave you with some practical suggestions on how to grow as a creative leader.


Via David Hain, Roger Francis
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David Hain's curator insight, July 15, 4:36 AM

The THNK model of creative leadership. Exploring creative paradoxes and tensions.

Ian Berry's curator insight, July 15, 6:38 PM

I like the paradox of leading from the front and the back I would add and alongside

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12 tips for being a great mentor

12 tips for being a great mentor | Leadership | Scoop.it
"A good mentor helps you to walk in your own shoes, even if you start out just wanting to walk in theirs."

Via Trumans, Kevin Watson
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Trumans's curator insight, July 5, 7:35 PM

The mentee needs to be prepared to learn; needs to hear, not just listen.

Sandeep Gautam's curator insight, July 6, 5:28 AM

Cool tips for being a good mentor!

 

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Newsletter

Newsletter | Leadership | Scoop.it

Motivation Beyond Money - by Chris Atkinson | HR Disrupted: The Next Agenda for Transformation and Delivering Value | Long-term Sickness Absence Rises in Manufacturing | HR Strategy Tied To Company Performance – Insight by Paul Tuck > bit.ly/1fJBLlY

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HR Disrupted – Insight by Paul Tuck

HR Disrupted – Insight by Paul Tuck | Leadership | Scoop.it

This article, HR Disrupted: The Next Agenda for Transformation and Delivering Value, features Dave Ulrich who has been at the centre of HR Strategy for decades. During which time he has anticipated the changing shape of HR and the increasingly strategic nature of the role.

 

The emphasis in this article is on the enabling role technology plays in transformation and creating value.  Ulrich argues that a strategic HR function needs the data, insight and a scalable platform to enable the achievement of strategic objectives.

 

Read more:

 

http://elysiantraining.co.uk/hr-disrupted-insight-by-paul-tuck/

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Developing Global-Minded Leaders to Drive High Performance

Developing Global-Minded Leaders to Drive High Performance | Leadership | Scoop.it
Developing leaders who are able to drive high-performance in a global business environment requires commitment, resources, and an enlightened and informed approach that goes beyond simply skill-building.
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Three tales of workplace bullies and how to stop them - CMI

Three tales of workplace bullies and how to stop them - CMI | Leadership | Scoop.it

As the rise of career-killing bullies continues, Professional Manager looks at what drives these oppressors and how organisations can act to stop them in their tracks.


Via Roger Francis
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8 Types of Courage for Aspiring Leaders

8 Types of Courage for Aspiring Leaders | Leadership | Scoop.it

Transforming yourself from high-performing employee into a leader can be a challenge – one that takes strength, moxie, resilience and courage.


Via Marc Wachtfogel, PhD
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Four Steps For Communicating Change In Fast-Moving Businesses

Four Steps For Communicating Change In Fast-Moving Businesses | Leadership | Scoop.it
The faster businesses change, the harder it is keeping everyone on the same page.
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The Four Damaging Myths About Employee Engagement

The Four Damaging Myths About Employee Engagement | Leadership | Scoop.it
If you aren't being this intentional about engagement, you aren't reaping the results. Worse, you may have fallen prey to one these four myths.

Via The People Development Network, Roger Francis
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Ian Berry's curator insight, August 5, 6:33 PM

I like the piece that engagement can't be outsourced Engagement is an outcome of relationships people have with fellow employees, bosses and other stakeholders

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LV= bringing the brand to life through people

LV= bringing the brand to life through people | Leadership | Scoop.it
When I ask Kevin Hough how many people make up the recruitment team at insurance company LV=, his answer is simple: 6,000.
As group head of resourcing, Hough is clear that every single one of LV=’s employees is a brand advocate and it is this mindset that he is keen to promote within the business. “The whole of LV= should be advocates and assist with our talent acquisition,” he says. “That’s what we want to leverage.”
Since the company transformed itself from Liverpool Victoria to LV=, Hough and his team have been working tirelessly to ensure the employer brand is aligned to the consumer brand; together with highlighting that LV= isn’t a “run of the mill” financial services organisation. This has been achieved with a consistent set of messages, with ‘real’ LV= people as the face of the brand, and making sure that the employer brand story lives up to reality. “It’s sometimes tough to get people to understand why an employer brand is so critical,” admits Hough. “But it underpins everything that we do and is just as essential as a product brand.”

Via David Hain
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David Hain's curator insight, July 24, 5:00 AM

How LV strengthened their employer brand.  Informative case study #engagement #branding

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The Future of Management Is Teal

The Future of Management  Is Teal | Leadership | Scoop.it
Organizations are ready for their next evolutionary step: a step toward self-management, wholeness, and a new sense of purpose.
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Relieving the overwhelmed organization

Relieving the overwhelmed organization | Leadership | Scoop.it
The phenomenon of overburdened employees is hitting organizations harder and faster than expected. In this paper, we explore the stress of these issues on employees in managerial roles and how to measure their “supervisory burden” in an effort to set appropriate spans of control to operate effectively and boost organizational performance.

Via David Hain
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David Hain's curator insight, July 16, 5:06 AM

Change weary, cynical, overburdened - those are the key managers you need to engage in transformation efforts!

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3 Questions Real Leaders Aren't Afraid to Ask Themselves

3 Questions Real Leaders Aren't Afraid to Ask Themselves | Leadership | Scoop.it
Being the boss is no substitute for self knowledge.
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Leadership Survey: The Rise of the Title-less Leader

Leadership Survey: The Rise of the Title-less Leader | Leadership | Scoop.it
A new Ketchum leadership study of more than 6,000 respondents in 12 countries reveals people are looking more to employees at all levels for leadership instead of just those at the top of the org chart. According to the fourth-annual Ketchum Leadership Communication Monitor (KLCM), 41 percent of respondents believe leadership should come mainly from the organization and all its employees, compared with 25 percent that believe leadership should come only from the CEO.

This aligns with three years of KLCM data pointing to the demise of the CEO-as-celebrity leadership style and highlights a greater-than-ever opportunity for "leadership by all" – a collaborative and communicative culture that empowers employees at every level.

While the CEO, board and senior management still play an important role, the study suggests that employees throughout an organization can and should provide leadership. The survey identified the top five traits of an effective leader: leading by example (63 percent), communicating in an open and transparent way (61 percent), admitting mistakes (59 percent), bringing out the best in others (58 percent), and handling controversial issues or crises calmly and confidently (58 percent). These are traits that every CEO should possess, and also ones that every good employee would have.

Via David Hain, Roger Francis
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Ian Berry's curator insight, July 3, 12:04 AM

Great insights. Self-leadership is everyone's business and the pre-requisite to leading for others which everyone does consciously or not The key is conscious leadership 

Ron McIntyre's curator insight, July 5, 3:04 PM

Having advocated flat organizations for the last 5 years this study is very gratifying. However, even with the data incorporated here command and control will not go quietly into the night. Too many egos involved still. The time will come!

Dr. Deborah Brennan's curator insight, July 13, 10:05 AM

Schools need to engage and empower their staff to share leadership.

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Refilling the Reservoir - a Key Leadership Lesson from the Airbnb CEO

Today morning, I read an incredible Fortune profile on Brian Chesky, CEO of Airbnb. There's a lot of useful nuggets in the article, especially for a young entrepreneur/CEO of a fast growing startup, so I recommend reading the entire article.Through many conversations with top business leaders and reading many books, Brian came up with his own leadership rules - which the article summarized at the end: That last one - refilling the reservoir - is one that really resonated with me. During the early days of Pulse, I talked to a lot of people outside the co

Via Marc Wachtfogel, PhD
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6 Ways To Empower Your Employees With Transformational Leadership

6 Ways To Empower Your Employees With Transformational Leadership | Leadership | Scoop.it
Managers can attest to this experience: You ask an employee to carry out a task that has enough flexibility for creative input. Rather than making their own decisions, the employee comes to you with an onslaught of questions, trying to pin down the exact parameters of the task. You become [...]

Via Anne Leong, Jenny Ebermann, Marc Wachtfogel, PhD
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75% of Cross-Functional Teams Are Dysfunctional

75% of Cross-Functional Teams Are Dysfunctional | Leadership | Scoop.it
Research shows that fixing them requires strong governance.

Via Roger Francis
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How managers are killing the productivity of their employees

How managers are killing the productivity of their employees | Leadership | Scoop.it
Over the past few years, I’ve watched as my company evolved from an early-stage, scrappy startup to an established tech company. As Okta has transitioned, so has my role. I’ve gone from being extremely hands-on and getting most of the work done myself, to charting the course and navigating the industry. Nowadays, my role is to collect information from customers, employees, and industry leaders and get out of everyone else’s way.

In other words, it’s my job to not have work to do. I think of it as constantly working myself out of a job — any time I’m a bottleneck, or someone is reliant on me for something, I’m making the entire company less productive. Just like some of my co-workers want to end the day with “Inbox zero” my goal is to reach “Work zero.” My company’s productivity is my ultimate priority, and anytime I take away from that productivity, I’m taking away from Okta’s success.

Via David Hain
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David Hain's curator insight, June 16, 4:36 AM

Forget being the best technician - take on the adaptive challenge of being the best at letting your people go, but helping them to make meaning!

Dr. Mangala Devi's comment, June 17, 5:03 AM
http://www.smilebabyivfs.in/andrology/dfiscsa/