The ability to actually develop people over time is one of the most significant differences between leaders and managers. Managers have the mindset to do the best they can with the people they have, while leaders learn how to take the people they have and make them better. Most experienced leaders and coaches know that the best way to begin to influence people’s perceptions of themselves is to affirm their talents and value gradually and very persistently. Most people are not used to another person looking at them and actually seeing more talent and more upside than everyone else perceives. This is exactly what exceptional leaders do.
Great leaders always bring out the best in others and they do their best to help their people shine. Developing their people is what fuels their purpose and in turn, gives meaning to their lives. Great leaders live and lead this way.
In the world of work, there’s a new type of relationship agreement to be forged — a win-win built on trust between employer and employee that reflects a clear shift in workplace and social media culture. It’s mutually productive, an entirely different way of viewing work, and it should form [...]
S. Chris Edmonds believes that great culture drives great performance – an idea he develops in his latest book, The Culture Engine. For an organization to fulfill its potential, the culture must truly reflect the heart of the company from leaders to team members. Here’s one way leaders can inspire their teams to increased potential and higher performance.
If we don’t get leadership right, all the bright shiny objects in the future will dangle beyond our reach. Will the tenets of great leadership change over time, and if so, what will leadership look like twenty years from now?
Leadership presence is mysterious. Like charisma, authenticity, or influence, it can be hard to describe, yet we know it when we see it. Every senior leader wants more of this secret ingredient that distinguishes the leader of work from the lea [...]
Here’s a fundamental question: How do you get people to work? Answering fundamentally, you form a contract with them consisting of a set amount of compensation and benefits in return for an equally set amount of work.
Less fundamental and more important (or at least more interesting) is this question – How do you get people to work harder on what matters most to you?
Most of us were taught that the only way to lead effectively is to eliminate, or at the very least swallow and hide, emotions like anger and frustration. Go professional or go home, right?
According to research conducted by Henry Evans and Colm Foster, emotional intelligence experts and authors of Step Up: Lead in Six Moments That Matter, the highest performing people -- and highest performing teams -- tap into and express their entire spectrum of emotions.
There are HBR articles, several blogs, TED videos and much more but I wasn't able to find what I was looking for. Perfect opportunity for a blogger, isn't it? So here is my suggestion to improve your presenting & influencing skills.
There are many false impressions of what makes a great leader. Many people think that it's baked into your DNA whether or not you are destined to become an effective leader. Well guess what, they are wrong. I've shattered the top leadership myths and am giving you the reality.
In celebration of the 2nd anniversary of our Alliance of Trustworthy Business Experts, and as our first 2-year Campaign for Trust draws to a close, a weeklong international celebration of trust has been planned called TRUSTGiving 2014 (#TrustGiving2014) to run from November 17-24.
Did you know that Thanksgiving, through a UN declaration, extends beyond the US to a global harvest festival celebrating communal harmony, peace and brotherhood?
We hope TRUSTGiving 2014 will be the first in an annual, coordinated social awareness campaign to bring focus to the importance of trust in all relationships.
Business prowess and the ability to command and lead have for a long time been associated with efficient management and leadership, but big changes are on the way. Together with various transitions in business, management is also changing to incorporate more soft skills than ever. A recent study from Harvard Business Review demonstrated that the requirements for a leadership position have shifted to include many soft skills. Here are some of the most important soft skills every manager should develop and cultivate.
We needn't debate the power of feedback. But, regardless of the possibilities to enhance work and career, its benefits are not always realized. One reason? Individual differences. Some of us are simply more open to feedback — others — not quite as much. I've worked with clients that were completely open to feedback and absorbed the content effortlessly — while others experienced great difficulty processing its content and applying it effectively to their wprk lives.