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Stay curious | The Executive Coaching Blog

Stay curious | The Executive Coaching Blog | New Leadership | Scoop.it
“The important thing is not to stop questioning. Curiosity has its own reason for existing” - Albert Einstein. I am always a little taken aback – although delighted by their candour – when delegates I am working with on coach ...

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New Leadership
The Changing Face of Modern Leadership
Curated by Roger Francis
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mBraining: the science of effective decision-making

mBraining: the science of effective decision-making | New Leadership | Scoop.it
Combine your inner wisdon, gut instinct and mental intelligence for effective decision making, says Victor Marino
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Developing culture

Developing culture | New Leadership | Scoop.it
When was the last time you took a positive decision to take a good look at your organisation?  We’re not talking here about changing a job title in response to the latest government missive on pay or restructuring a department in the light of technology developments.  Changes of that nature go on all the time in organisations but they are reactive rather than creative.  What we are thinking of here is deliberately taking time out to have a good hard look at the organisation and its culture.
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Rescooped by Roger Francis from Wise Leadership
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Why Great Leadership Fuels Innovation

Bringing new ideas to life requires teamwork that only great leaders can elicit.

Via Anne Leong, Wise Leader™
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Leaders, Don't Let Knowledge Walk Out the Door

Leaders, Don't Let Knowledge Walk Out the Door | New Leadership | Scoop.it

I visit a local bakery every Friday afternoon to purchase Challa bread, a sweet egg bread that just seems to go well with just about every meal. I've been buying a loaf there, each week, for years. Unfortunately, of late, the quality just hasn't been there. We've noticed the bread is not as it should be — and oddly doughy at the center. It was such a surprise when this began to occur. We realized this was a sign that something was off-track.

 The root of the problem began with a personnel change in the bakery — as a highly experienced baker left quite suddenly. With her, left all of the subtleties of the trade that were so important to continued excellence. Sadly, her legacy was lost.

This is an issue that organizations both large and small, must address. How do we effectively capture all of what our valued employees know — all of the strategies and nuances that set them apart as contributors? How do we ensure that this information can be shared going forward? How do we, as individuals, leave our own mark?


Via David Hain
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David Hain's curator insight, November 21, 2:19 AM

The importance of legacy, and good ideas to create it. How solid is your corporate memory?

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14 Essentials That Help Today’s Leaders Do Great Work

14 Essentials That Help Today’s Leaders Do Great Work | New Leadership | Scoop.it
YEC (Young Entrepreneur Council) surveyed some folks about one thing they need to do good work. Here are the responses.
Roger Francis's insight:

Brilliant list.

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Top tips for leading remote teams

Top tips for leading remote teams | New Leadership | Scoop.it

Martin Baker shares best practice from the Toolkit for Managers. Managing employees in different locations is an increasingly common challenge. These tips will help you support your remote team members.

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How Great Leaders Make a FUSS About What Works

How Great Leaders Make a FUSS About What Works | New Leadership | Scoop.it

Why are we always so focused on what’s NOT right? It’s partly human nature, partly habit, and we are just drawn to solve the biggest breakdowns in the business. The problem is that when we do this, we neglect to focus on what actually is working. And that’s where the real opportunity lies.

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What is host leadership?

What is host leadership? | New Leadership | Scoop.it

A host is someone who receives or entertains guests. This is a position with which we are all familiar, at some level. Think about your experience of hosting people in your home or at a celebration. Hosts sometimes have to act heroically – stepping forward, planning, inviting, introducing, providing. They also act in service: stepping back, encouraging, giving space, joining in. The good host can be seen moving effortlessly between them. Hosting has ancient roots and is found across all cultures. We all know good hosting (and good “guesting”) at an instinctive gut level.

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The impact of clarity on performance

The impact of clarity on performance | New Leadership | Scoop.it

Do you understand?’ – A question often asked by leaders at the end of a conversation about goals to be achieved, standards to meet or how to execute a piece of work. However, unless you’re leading a team of mind readers, this question won’t be helpful in getting people on the same page. The question leaders really want the answer to is: ‘Do you have the same understanding as me?’

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Four Keys to Long-Haul Leadership

Four Keys to Long-Haul Leadership | New Leadership | Scoop.it
He was once regarded as one of the best business leaders in the world. At the end of his career, he was disgraced and, by some measures, considered one of the worst business leaders of all time.

Al Dunlap believed that the primary goal of a company was to make money for its shareholders. To that end, he would lead an organization to massive layoffs and plant closings. The short-term profits would soar, and so would the value of the company.

He led Scott Paper with that ruthless behavior. Thousands of employees lost their jobs. Plants were closed. But it seemed like he had the formula for success when he sold Scott Paper to Kimberly-Clark for $2.8 billion and walked away with his own $100 million golden parachute.

Over time, Dunlap’s true colors began to become clear. He would become CEO of Sunbeam in 1996. He took measures to make the company profitable at all costs, even if they were unethical or illegal. He eventually led the company to bankruptcy.

Short-term leaders and Long-haul Leadership

Via David Hain
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David Hain's curator insight, November 16, 6:32 AM

True leadership value only shows over time. Beware the short term merchants.  A cautionary tale!

John Michel's curator insight, November 16, 11:00 AM

Because they were passionate about their work, long-haul leaders had a strong work ethic. They did what was necessary to get the job done. They were not clock punchers. Because they so loved their work, they hardly saw their vocation as work. It was fun and rewarding.

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6 Principles of Human-Centric Leadership

6 Principles of Human-Centric Leadership | New Leadership | Scoop.it

Google the word leadership and you’ll get 129,000,000 results in .38 seconds. At last count there are some 50,000 books published every year on the subject and with over 100 million blogs currently active, well we can only imagine how many are dedicated to leadership. And with all this extraordinary thinking and content at our fingertips, CEOs globally are still saying that human capital, most specifically the leadership gap, is their number one concern as they look to the future. So what are we missing? Maybe it’s nothing, but then again maybe it’s something so close, so simple that we are looking right past it.

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Establishing a company culture | Training Journal

Establishing a company culture | Training Journal | New Leadership | Scoop.it
Susie Finch looks at the story of a company who help to facilitate change using eLearning
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When You Give Your Team a Goal, Make It a Range

When You Give Your Team a Goal, Make It a Range | New Leadership | Scoop.it

Goals! Managers love setting them. Employees (hopefully) want to achieve them. And for good reason. A well-constructed and thoughtfully considered goal can be extremely motivating and rewarding. It’s no surprise, then, that they are a staple of any modern day manager’s motivational toolkit. Want to focus your organization on winning new business? Then set the sales team a goal for the number of outbound calls made, business development meetings arranged, and trade show contacts followed up on. Need to increase your company’s customer satisfaction ratings? Then set a target for the time it takes associates to answer calls and for supervisors to resolve complaints, and tally the number of testimonials gained from delighted customers… you get the idea.

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13 Scary Statistics on Employee Engagement

13 Scary Statistics on Employee Engagement | New Leadership | Scoop.it
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.

Via David Hain, Jean-Philippe D'HALLUIN
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Sandeep Gautam's curator insight, Today, 12:59 AM

The widespread problem of employee management and how small steps can address the same.

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6 Ways to Know You Need a Course Correction

6 Ways to Know You Need a Course Correction | New Leadership | Scoop.it

 

Some people measure success by the wealth they’ve accumulated, the power they’ve attained, or the status they’ve achieved. Yet, even though they’ve reached success beyond their wildest dreams, they still have an empty feeling — something is missing from their life.

 

In order to fill that void and be completely fulfilled in life, their soul may be searching for something more.

 

Here are a few scenarios that describe this emptiness:

:

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The 3 Beliefs of Human Business

The 3 Beliefs of Human Business | New Leadership | Scoop.it

It’s all too easy to forget the human side of business. We get so bogged down in the processes and procedures, the board meetings and balance sheets, that we forget that business doesn’t exist for its own sake. Business is about human beings. It was invented to serve human beings. It employs human beings. It rewards, develops and sadly sometimes discards human beings. And any business has an impact on the human beings all around it.

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Rescooped by Roger Francis from Business change
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Executive coaching for organisational change

Executive coaching for organisational change | New Leadership | Scoop.it
How can organisations best utilise coaching to adapt to change? Can technology provide answers in the future? Dimitrios Tsivrikos of University College London explains all.

Via David Hain
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David Hain's curator insight, November 21, 2:46 AM

Orgs spend >$2bn a year on coaching services, 82% of British orgs use it for leadership devt, ~ CIPD.  Can't all be wrong!

Sandeep Gautam's curator insight, November 21, 2:53 AM

Coaching , as being especially helpful, during times of change!

Miklos Szilagyi's curator insight, November 22, 1:41 AM

"...In fact, Lambert and Barley (2002) conducted a study which found that client readiness accounted for 40% of the variance in coaching effectiveness outcomes...." - how true...


And  let's do not forget those who are "sent" into the coaching process, do not want anything from it, and - somehow, perhaps due to the coach's careful approach and patience and excellent capacity to be able to hear the "inner music" - who are finding something to work on  and also the joy & fun to do so... that's an even more important challenge...    

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From bottom to top: Turning around the top team

From bottom to top: Turning around the top team | New Leadership | Scoop.it
A case study of change at Philips illustrates the importance of the “soft stuff.” A McKinsey Quarterly article.
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A Leadership Rule Every Boss Should Know

Great leaders are role models for building strong relationships. This rule of thumb makes relationship-based leadership easy.

Via Patti Kinney, Roy Sheneman, PhD
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Roy Sheneman, PhD's curator insight, November 18, 10:11 AM

Great advice to follow...

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Leading Blog: A Leadership Blog: Do you have Moxie?

Leading Blog: A Leadership Blog: Do you have Moxie? | New Leadership | Scoop.it

Do you have Moxie?
Leaders with moxie are leaders that have what it takes to lead others in tough circumstances. They are tough on the outside but soft on the inside. When knocked down they know how to get back up and they can bring others with them because they are likeable.
John Baldoni, author of MOXIE, says that “Leadership post-crash is not really any different from leadership pre-crash, except for one thing: resilience.” Leaders with moxie have four key attributes:

Fire. They have a passion for what they do and have a need to make a positive difference in the lives of others.

Drive. They have ambition and want others to share in it.

Resilience. They have known defeat and it doesn’t scare them. They know how to pick themselves up after a fall.

Street Smarts. They know how the world works and what makes people tick.

Baldoni breaks moxie down into five characteristics that you can practice and develop to be a leader that demonstrates moxie. Each characteristic is brought to life through the examples of leaders who have demonstrated it in their own life and leadership.

The first is Mindfulness. “A mindful leader knows the situation as well as his capabilities and those of the people around him.” aware if his situation but at the same time focused on what could be done to improve it. Mindfulness “prepares leaders to focus on the present as well as prepare for the future”— to be aware of your situation but at the same time focused on what could be done to improve it.

Second is Opportunity. “An opportunistic leader looks for ways to make things better. She is motivated by a desire to make a positive difference.” That means a willingness to see beyond the immediate problem and see the possibilities over the horizon.

Third is X-Factor. “A leader with the X-Factor has what we call ‘the right stuff of leadership.’ She radiates character and uses her ambition to focus on the right goals. She has the persevering spirit that radiates resolve. Leaders with the X-Factor are humble, and their humility attracts others to them.” The X-Factor is those things that allow you to do what you do well: character, beliefs and talent. These can all be examined and improved. In addition, look for opportunities to improve through more training and consider taking on responsibilities that stretch you.

Fourth is Innovation. “An innovative leader knows that life is not lived in a linear fashion. Sometimes you need to take risks. That means thinking differently, doing differently, and rewarding others who do the same.” Leaders with moxie aren’t content with the status quo. They are tuned to the future. A “forward-themed outlook is not merely one of observation, it is one of application….That gives rise to innovation.”

Fifth is Engagement. “Persons with moxie seek to engage with the wider community around them. They are focused on making a positive difference in their teams and in their organizations.” Leaders must work through others. “Engagement is an essential part of extending the leadership self in order to make a positive difference.”

All of us can demonstrate moxie when the going gets tough. Preparing and developing yourself now sets you up to make better decisions when you do get knocked down.

Moxie is full of great stories and examples making it immediately relatable and practical. It is structured so that you can thoughtfully and tactically look at each of these areas to see where you can better prepare yourself. Baldoni also provides an appendix that works as a handbook to guide you in this. Questions, examples, additional thoughts and action steps help you access where you are at and what you might need to do next.

Moxie is not just about your work life, it also impacts every other aspect of your life and positively influences the lives of those you touch.


Via Linda Holroyd, David Hain
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Linda Holroyd's curator insight, November 18, 11:28 AM

Here's to those with MOXIE!

David Hain's curator insight, November 18, 12:47 PM

How much moxie do you have in your leadership style? ~ John Baldoni

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A Guide To Co-Leadership: Why It’s Hard, Why It’s Good, And How To Make It Work | NetFills.com

A Guide To Co-Leadership: Why It’s Hard, Why It’s Good, And How To Make It Work | NetFills.com | New Leadership | Scoop.it

A Guide To Co-Leadership: Why It’s Hard, Why It’s Good, And How To Make It Work.


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David Hain's curator insight, November 16, 6:30 AM

Are two heads always better than one when it comes to leadership? Definitely maybe...

Rescooped by Roger Francis from 21st Century Learning and Teaching
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What Coaching Leaders Do Differently

What Coaching Leaders Do Differently | New Leadership | Scoop.it
The term "coaching" has been trending as a corporate buzzword for some time now. We're all familiar with athletics coaches. But when someone advises us to find a coach to learn a new skill or solve...

 

- Coaches Don’t Set the Agenda

- Coaches Focus on the Future

- Coaches Listen

 

- Coaches Ask Questions

- Coaches are Action-Oriented

 

- Coaches Give Responsibility


Via Gust MEES
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Pascale Hotterbeex's curator insight, November 17, 7:06 AM

Six things coaching leaders do that set them apart.

Miguel A. de Jesus's curator insight, November 18, 12:33 AM

Who is responsible for Self Development? You are.

Rescooped by Roger Francis from Transformational Leadership
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The 4 Elements of Transformational Leaders

The 4 Elements of Transformational Leaders | New Leadership | Scoop.it
What makes a leader great? How are leadership and parenting similar?

Via Dr. Susan Bainbridge
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Ilana Bern's curator insight, November 20, 4:17 PM

What makes a leader great? How are leadership and parenting similar?

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8 Lame Phrases Bad Bosses Say

8 Lame Phrases Bad Bosses Say | New Leadership | Scoop.it

Some employers tend to underestimate the effect of their words and expressions on the morale of their workers. The truth is that what managers say and how they say it impacts employee engagement and loyalty, to the point when the supervisor's comments become the prime motive for leaving the company. Here are some examples of things responsible employers should never say to their workers.

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