Detailed insights from Walter Isaacson, biographer of Steve Jobs:
"In the months since my biography of Jobs came out, countless commentators have tried to draw management lessons from it. Some of those readers have been insightful, but I think that many of them (especially those with no experience in entrepreneurship) fixate too much on the rough edges of his personality. The essence of Jobs, I think, is that his personality was integral to his way of doing business. He acted as if the normal rules didn’t apply to him, and the passion, intensity, and extreme emotionalism he brought to everyday life were things he also poured into the products he made. His petulance and impatience were part and parcel of his perfectionism."
Sometimes, I ask leaders what has made them successful? Many do not mention intuition at all, even though they might claim the importance of their inner wisdom as they make decisions. What is inner wisdom?
Odds are, you're not going to make it all the way through this article without thinking about something else.In fact, studies have found that our minds are wandering half the time, drifti (RT @PsychologyNow: A Wandering Mind Reveals Mental Processes...
Too often leaders spend more time talking and less time listening to their team members and generally it is because the questions they ask are not uncovering (10 Powerful Questions for Leaders http://t.co/4QCJbXbr...)...
How can we introduce a culture of radical innovation into our companies before we get to the brink of bankruptcy? Harvey Briggs shares strategies to make sure your company feels the heat before it's too late.
Sometimes, we just need to acknowledge a situation. We have those moments, but we pretend it is something that it isn’t. What I mean is, at times, we just want someone to do something without much discussion. However, in order to not hurt feelings, we pretend we want their input, but our expressions communicate frustration. And, the person you want to do something begins to get equally frustrated, and a cycle of frustration moves in quickly.
It is time to just be honest with each other! Not all times can we be team-based, but all times we can be respectful.
Finding the right talent for any position in any organization is a challenge. You probably have read about (or worked for) organizations that have tried personality tests, quantitative assessments, out-of-the-blue interview questions, and many other attempts to solve the problem of finding the right person to take on the open job responsibilities. Finding and keeping the right people are two of the vital strategic difference makers for any organization.
The Rare Find tells stories about people and organizations and how they come together to find the right characters to help develop and further the plot. After all, everyone has a story to their career, so what better way to explore insights into hiring the right people than to use stories?
We may need to add a question to our interview set, too. The question could be: How will your presence change this role and our organization? The answer to this question may highlight how the new talented person envisions opportunity, direction, and possibility. Now, we just need to be open to the ideas and change.
"In business, the consequences of failing to properly frame or assess an issue can be dire. Often such a misdiagnosis is the result of not having the right information. Though the necessary information is often available, businesspeople sometimes don't know how to find it or don't see it in front of them. The reason? Poor listening skills."
Two angles exist to leading through restlessness. One is about personal leadership, and the other is about organizational leadership. Depending on which one is occurring, different questions need to be asked and answered.
During these times, more than ever, we need to focus on the fundamentals. For leaders, this may relate to adopting and grabbing onto a simple principle: Doing the Right Things Right. This principle adds some balance to an imbalanced world that needs our leadership and focus. This is not a new principle, but it may be time to dust off tried-and-true notions to guide us in our spinning world.
We live in a world mad for talent. From Hollywood and sports to executive search firms and HR departments around the globe, everyone seeks that special mix of natural abilities and attitudes that will make performance pop.
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