The difference between winners and losers is how they handle losing.
Tom Hood's insight:
Rossabeth Moss Kanter is one of the leading thinkers on leadership and her points about the need for resilience (we like the term "bend without breaking" are spot on. I like her definition, "Resilience is the ability to recover from fumbles or outright mistakes and bounce back. But flexibility alone is not enough. You have to learn from your errors. Those with resilience build on the cornerstones of confidence — accountability (taking responsibility and showing remorse), collaboration (supporting others in reaching a common goal), and initiative (focusing on positive steps and improvements)."
This is also a core principle in our Leadership Academy work.
Return on Attention! This caught my attention - Studies show that we are interrupted every three minutes during work and it takes us 23 minutes on average to get back to the original task. The real kicker is that more than half of the distractions were completely self-inflicted.
Some simple, easy to implement tips to help stay focused on the work that matters most. Easy to say, harder to do everyday, but I am going to try...
A transformational leadership style—valued for stimulating innovation and worker performance—is also associated with increased well-being among employees, reports a study in the July Journal of Occupational and Environmental Medicine, official...
Transformational eadership and increased employee well-being. Four traits of transformational leaders are: 1) leading by example, 2) making employees feel they are contributing to a common goal, 3) providing intellectual stimulation, and 4) giving positive feedback for good performance.
"A leader's job is to provide hope and inspiration" - Gretchen Pisano & Tom Hood
I think this article captures these well. The three leadership traits that most mattered were 1) the ability to focus intensely on customer needs, 2) the ability to collaborate with colleagues — and 3) the ability to inspire.
And this article debunks the myth and proves "leaders can learn to be inspirational."
Leaders are in any position - one with given authority or one with influence. Every employee has one or both. This post’s message, however, is written for the...
Tom Hood's insight:
Great post worth a read and fitting as we prepare for our 4th class of Leadership Academy next week in Timonium.
This quote sume up our leadership philosophy perfectly, “I cannot tell you what to do. I can only inspire you what to do.”
And the four essential skills are all part of our program as well:
1) Observe and respond - we call this being self-aware in the moment and understanding the context surrounding you as leader and the situations you find yourself in;
2) Know your stand - for us this is knowing your strengths and values and those of your organization. We agree that your "personal values are your anchor" and we help our young profesisonals connect to their values using the latest research form the growing field of "positive psycholgy";
3) Leading Virtual Teams - we call this skill network leadership and revolves around both physical and virtual teams as well as up, down, inside and out;
4) Promote Collaboration - this is the core of our program, how to facilitate and promote collaborative work, build consensus and allow peoplke to "weigh in in order to buy-in". See our post The # 1 Skill You Need Today http://cpa.tc/2j0
Finally, I agree that "Millennial leaders are uniquely positioned to show us Gen Xers, Boomers, and even a smattering of employees from the Silent Generation how work gets done in the 21st century."
Here is a whitepaper on leadership from our first class of our Leadership Academy titled, What Got You Here, Won't get You There http://cpa.tc/2j1
Leadership is learned behavior that becomes unconscious and automatic over time. For example, leaders can make several important decisions about an issue in the time it takes others to understand the question.
Agree! "Leadership is learned behavior that becomes unconscious and automatic over time."
Some great tips - my favorites - lead by example, making it safe for peopkle to speak up, deploy talent (I say maximize your people), ask (powerful) questions, be positive (remember the 3:1 ratio), be a teacher...
Here's a really interesting diagram created by my friend John Maeda, who is the President of RISD. It's a portrait of leading, surviving being the leader of something, and then thriving and growing: This diagram really speaks to me.
Just saw John Maeda (RISD) speak at DigitalNow Conference in Orlando and he was amazing! He talked through this diagram with the notion of resiliency and leadership and the leaders job to provide hope and inspiration.
Spring is in the air, the days are getting longer and the crocuses are poking up their hopeful heads. Yet, these remain bleak times for too many job seekers, even leaders and managers with impressive resumes.
Lean into the opportunities and learn - keep your L>C. I love the curator's insights about this article, "Treat your people well and lean into the opportunities (aka change). Learn baby learn. The world is moving pretty fast out there."
Editor's Note: This is a guest post for the #learningtolearn series. Finding and collecting inspiration from unexpected places is an integral part of staying motivated and expanding the scope of your knowledge.
Tom Hood's insight:
What a great idea! #MBSN Management By Sticky Notes for personal learning and keeping your L>C.
Few people would question HR’s role as champion and keeper of learning and development within the organization. Training programs and learning initiatives have traditionally been in HR’s wheelhouse...
Tom Hood's insight:
Thought provoking post that coincides with our recent experience in Maryland (Maryland Association of CPAs) with a forum of public company finance & accounting officers. They identified learning and talent development of their finance teams as their # 1 issue and specifically cited a need for innovation and insight as competencies to develop. They asked for our help in forming a collaboration structure whereby they can connect people inside their organizations with others across other public companies and beyond.
Which seems to be spot on with your basic premise and the founding purpose of our organization (in 1901) - connecting CPAs to each other to learn and improve their Profession. The group then asked for us to help them facilitate this group and a collaboration was born.
I plan to use your three ideas to help solidify and expand this collaboration and you would be pleased to know that the next meeting will include the HR/Learning professionals to have this conversation. I will use this post as a conversation starter.
Which brings me back to an obvious, but often overlooked resource for HR and companies. That is professional associations, like ours. We exist and have core competencies in collaboration and facilitation and are all about connecting professionals across companies, whether it be committees or chapters or events, these are all ripe for innovation and learning. They are also places for "planned serendipity" which you talk about in your book, "The Power of Pull". I would encourage HR departments to encourage membership with participation in professional associations a way to jump start "outside" connections, provided they have a way of bringing back that knowledge (we try to help our "groups" by capturing output and sharing back (see slide deck in this post http://cpa.tc/2un).
An IBM 2012 Global CEO Study identified collaboration as the # 1 skill needed for the future and your post seems to confirm this with the notion of collaboration outside your organization can help you increase your rate of learning.
When you think about the business environment we find ourselves in, volatile,uncertain, complex, and uncertain (VUCA), it resembles competitive sports more and more, yet we seem to invest less and less in training, practice, and techniques like resilience. I would argue that teamwork and collaboration can contribute to resiliency as a team learns the power of 'we' versus 'me'. There is strength in numbers, provided it is focused on the same goal. How are you building resiliency in your team?
Life, as we all know, is a series of games of many forms. It is a game of will, a game of speed and a game of wit as well. One thing is for sure, neither of these are in any way simple to understand or overcome. If only we were informed of this abundance of compromising situations earlier.
Throughout our young lives we have always been sheltered by school, lied to by our older peers and were always told that if we do x y and z that everything will just work out with no resistance whatsoever.
Of course, as we get older and graduate from college, we soon realize that the real world bears some harsh truths that some of us are no necessarily ready for. The real world is a cold place that can crumble a person and break them down within seconds.
It’s there to work against you, not with you. Still, it is ultimately up to you as to how you handle this clash of wills and how to make sure you and only you are in charge of what happens to you. Accepting these harsh truths and formulating a game plan to adapt to them and end up on top will greatly assist you in your ability to roll with all the punches life throws at you, we assure you that much.
Leadership today means modeling collaboration, curation, and connecting your followers to strategic partners, customers, suppliers and sources of knowledge that can help keep your L>C. This is what we mean by "network" leadership. This learning manifesto helps put that into action. The CPA Horizons 2025 research and the most recent IBM Global CEO Study both identify "collaboration" as THE #1 skill needed for the future. How can we help our Profession get and utilize this skill better?
I have been wondering about our need to re-learn how to learn. Most of our education from K-12 to college and even as post-professional CPE has taught us to be passive learners. Learners where we are just consumers of the "sage on the stage". I think we need to consider new approaches to re-learn learning like the "flipped" classroom, more collaboration. more time for reflection and integration, more taking insights and converting them to action. At the MACPA we are working to begin to make this conversion with new tools and techniques to help make the learning more impactful.
This says it all, "Lifelong learning used to be a cozy catchphrase popular in retirement communities aiming at the PBS/NPR demographic. No more. Today, it is an imperative for a sustained, successful, fulfilling career. And that’s the most important lesson of all. Every single generation. Every one of us."
In the CPA Profession we must change our mindset to one of true learning and skill development from the mindset if learning for strictly compliance.
Involvement in your professional associations (like MACPA) allows you to gain real life leadership skills and learning from other CPAs in addition to building your network.
In a world of rapid change and increasing complexity, the winners will be those individuals and organizations that can keep their rate of learning greater than the rate of change. We call this L>C.
Editor’s NoteThis post is part of Co.Exist’s Futurist Forum, a series of articles by some of the world’s leading futurists about what the world will look like in the near and distant future, and how you can improve how you navigate future scenarios...
Why don't successful people and organizations automatically become very successful?
Tom Hood's insight:
Jim Collins does it again when he says success can beget failure if accompanied by the "undisciplined pursuit of more." KIt is when your pursuit of growth and advancement loses sight of the vision, values and purpose that you started with.
Phase 1: When we really have clarity of purpose, it leads to success. Phase 2: When we have success, it leads to more options and opportunities. Phase 3: When we have increased options and opportunities, it leads to diffused efforts. Phase 4: Diffused efforts undermine the very clarity that led to our success in the first place
Leadership = inspiration! A leader's job is to reach both the head (logic) and the heart (emotion) if you want to have truly engaged people committed to the purpose and tasks at hand. Only then will you get their full "discretionary effort" that separates the winners form the losers. Winston Churchill is a great example of using true grit to win.
"It is in adversity that British qualities shine the brightest, and it is under these extraordinary tests that the character of our slowly wrought institutions reveals its latent, invisible strength." The speech has been credited with helping to revive Britain's sagging spirits and gradually changing the course of the war.
The article ends with this...
So if your people seem to have lost some of the passion they once had for their jobs and your company—and, let's face it, working at a start-up can be a very rocky ride—why not take a page from Churchill and passionately remind them about the light within them? Who knows what possibilities you may create?
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