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MAGIC: The 5 Elements of Employee Engagement | DecisionWise Leadership Intelligence Blog

MAGIC: The 5 Elements of Employee Engagement | DecisionWise Leadership Intelligence Blog | New Leadership | Scoop.it

 satisfied employees operate under a transactional relationship—“Because the company gives me X, I am willing to give X worth of effort.”  On the other hand, engaged employees go beyond a transactional exchange and are willing to give discretionary effort.  They bring their hearts, hands, and minds into their jobs.


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New Leadership
The Changing Face of Modern Leadership
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5 Ways the Best Leaders Help Others Help Themselves

5 Ways the Best Leaders Help Others Help Themselves | New Leadership | Scoop.it

Many people mistakenly consider all successful people to be leaders regardless of their actual leadership qualities. Recently I met and interviewed a successful social entrepreneur who was able to clarify the difference.


Via Marc Wachtfogel, Ph.D.
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Rescooped by Roger Francis from Business change
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8 fundamental questions a leader needs to answer

8 fundamental questions a leader needs to answer | New Leadership | Scoop.it
EXPERIENCE HAS TAUGHT ME MANY THINGS. One of the most valuable lessons has been, that in order to successfully adapt to any change, you must begin by asking the right questions. Not only this, you must ask and answer them in the right order. This is true regardless of whether the change is big or small or affects us as individuals, our teams or our organisations.

Failure to answer the right questions is guaranteed to make the change harder than it needs to be, more costly, deliver a less valuable outcome and take a higher toll on your most valuable asset – your people.

Creating an organisation that is more adaptive than it is today is an organisational change and just like any other, it needs to start by answering the right questions. The irony is, of course, that in order to successfully transition from where your organisation is today, to where it needs to be, requires the same capability (i.e. being adaptive) that it is actually wanting to create. This makes creating The Adaptive Organisation one of the toughest changes of all and helps to explain why so few organisations succeed. It’s also why starting with what I call The Adaptive Fundamentals is critically important.

Via David Hain
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David Hain's curator insight, Today, 3:47 AM

Good introduction to The Adaptive Fundamentals, from Kate Christiansen!

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How to Develop a Leadership Attitude 

How to Develop a Leadership Attitude  | New Leadership | Scoop.it

An interesting article by Sonia McDonald on developing effective leadership attitudes and behaviours, including top tips from Tim Ferriss. 


Via Marc Wachtfogel, Ph.D.
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Rescooped by Roger Francis from Organisation Development
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Why Workplace Leadership Is About To Get Its First Major Makeover In 100 Years

Why Workplace Leadership Is About To Get Its First Major Makeover In 100 Years | New Leadership | Scoop.it
“ Workplace leadership is undergoing significant change. Here are three important reasons why leadership is about to be greatly transformed.”
Via Anne Leong, Vicki Moro, Mark E. Deschaine, PhD, David Hain
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Ian Berry's curator insight, September 24, 9:47 PM
There's a lot of great insights in this yet I don't agree with the premise of leadership about to get it's first major makeover. Such transformation has been happening for 100 years. The great news is that today such change is becoming mainstream
Rescooped by Roger Francis from Corporate Culture and OD
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How to Convince Leaders to Invest in Company Culture

How to Convince Leaders to Invest in Company Culture | New Leadership | Scoop.it
What’s company culture? How you get things done. How do you convince business leaders to invest in company culture? Read this post and learn.
Via Alexis Assimacopoulos
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10 Things That Make You a Better Leader When Starting a New Team

10 Things That Make You a Better Leader When Starting a New Team | New Leadership | Scoop.it
Young Entrepreneur Council (YEC) members are young, innovative business professionals continually finding new ways to be a better leader for their businesses. Ten of them share how you can be different, disruptive, or rebellious as you launch a new team.

 
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Rescooped by Roger Francis from Surviving Leadership Chaos
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The Naked Truth: How to Uncover an Insecure Leader

The Naked Truth: How to Uncover an Insecure Leader | New Leadership | Scoop.it
Our insecurities can kill our confidence and competence. Learn how to recognize them within yourself, so you can eliminate them.

Via Amy Melendez, Roy Sheneman, PhD, donhornsby
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donhornsby's curator insight, September 14, 10:00 AM
We all have tendencies toward insecurity from time to time. But making sure you don't give in to damaging behavior born of insecurity will make you a far better leader, boss, and person.
Helen Teague's curator insight, September 24, 8:58 AM
I have not seen much treatment of this subject...
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2 Things Good Leaders Do to Create a Great Workplace - DZone Agile

While there are many ways to do so, let’s specifically take a look at two key factors that great leaders do to create a positive work environment

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Rescooped by Roger Francis from Coaching Leaders
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How to test your decision-making instincts | McKinsey & Company

How to test your decision-making instincts | McKinsey & Company | New Leadership | Scoop.it
Given the powerful influence of positive and negative emotions on our unconscious, it is tempting to argue that leaders should never trust their gut: they should make decisions based solely on objective, logical analysis. But this advice overlooks the fact that we can’t get away from the influence of our gut instincts. They influence the way we frame a situation. They influence the options we choose to analyze. They cause us to consult some people and pay less attention to others. They encourage us to collect more data in one area but not in another. They influence the amount of time and effort we put into decisions. In other words, they infiltrate our decision making even when we are trying to be analytical and rational.

This means that to protect decisions against bias, we first need to know when we can trust our gut feelings, confident that they are drawing on appropriate experiences and emotions. There are four tests.

Via David Hain
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David Hain's curator insight, September 12, 5:20 AM

Give your gut feeling a reality check before making that big decision! 4 useful tests outlined.

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Leadership in times of uncertainty | Training Journal

Leadership in times of uncertainty | Training Journal | New Leadership | Scoop.it
Stuart Duff explains how senior managers can lead by example and set a clear agenda for their workforce, even during times of uncertainty.
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Sink or Swim: Setting First-time Leaders Up for Success

Sink or Swim: Setting First-time Leaders Up for Success | New Leadership | Scoop.it
Too often new leaders are figuratively thrown into the deep end to sink or swim — either to figure out on their way or to fail miserably, never again trying their hand at a leadership role.
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Rescooped by Roger Francis from Corporate Culture and OD
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8 Ways to Communicate Your Company Culture

8 Ways to Communicate Your Company Culture | New Leadership | Scoop.it
Culture is the single most important factor in organizational success or failure.
Via Alexis Assimacopoulos
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Ron McIntyre's curator insight, September 8, 12:46 PM

I totally agree with this list.  Embrace the items and enhance your culture.

JASON CAVNESS's curator insight, September 9, 10:55 AM
If you want to build your company. You have to communicate your culture.
Jerry Busone's curator insight, September 11, 9:07 AM

Love this simply hits culture head on in a world where people try to mask it with words like "climate"... Culture can be defined and communicated.

Rescooped by Roger Francis from Coaching Leaders
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How to identify the “jellyfish” leader and six skills to avoid being one yourself

How to identify the “jellyfish” leader and six skills to avoid being one yourself | New Leadership | Scoop.it
I feel like a biologist who has codified and named a new species of corporate leader: the jellyfish. You’ve likely already encountered it and just didn’t have a name for it. 

What are its behavioral characteristics? It survives by going with the flow and not standing out. Its direction changes (frequently) based on the wind and currents around it. And it eats as long as it drifts through enough food, but it cannot master its own destiny and swim to new food or create its own supply.

Simply put, invertebrates make bad corporate leaders. Why? Because employees model what they see being practiced by their leaders, so it’s critical for them to set the standard. The cost of not doing so is enormous. Poorly led organizations become breeding grounds for politics. Politics get in the way of execution. And execution, not strategy, is often the determining factor that enables one company to succeed and causes another to fail.

Via David Hain
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David Hain's curator insight, Today, 3:45 AM

Jellyfish leaders drift with the current! Great analogy by Tim McDonough!

Rescooped by Roger Francis from Corporate Culture and OD
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Why Business Leaders Need to 'Tune in' to Their People

Why Business Leaders Need to 'Tune in' to Their People | New Leadership | Scoop.it
'Tuning in' means empathy, the ability to see things from another's perspective. Do you have this vital skill?
Via Alexis Assimacopoulos
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Why middle managers no longer trust their bosses (and what that means for UK Plc)

Why middle managers no longer trust their bosses (and what that means for UK Plc) | New Leadership | Scoop.it
Nearly two-thirds of middle managers lack trust in their senior leaders. Read on to find out what is causing this crisis and how you can bridge the trust gap in your organisation
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Rescooped by Roger Francis from Coaching Leaders
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Leaders Grow Leaders: How You Can Encourage Your Employees to Lead

Leaders Grow Leaders: How You Can Encourage Your Employees to Lead | New Leadership | Scoop.it
“An important part of leadership is helping others step up into their leadership. Learn how you can encourage more people to be leaders.”
Via Mel Riddile, Dean J. Fusto, Vicki Moro, Mark E. Deschaine, PhD, David Hain
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Monica S Mcfeeters's curator insight, September 24, 9:01 AM
Students are future leaders too!
Ron McIntyre's curator insight, September 24, 3:41 PM

Totally agree, leaders must grow other leaders. If they are not then they are a pied piper!

 

Rescooped by Roger Francis from Business change
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The Fourth Industrial Revolution: what it means and how to respond

The Fourth Industrial Revolution: what it means and how to respond | New Leadership | Scoop.it
We stand on the brink of a technological revolution that will fundamentally alter the way we live, work, and relate to one another. In its scale, scope, and complexity, the transformation will be unlike anything humankind has experienced before. We do not yet know just how it will unfold, but one thing is clear: the response to it must be integrated and comprehensive, involving all stakeholders of the global polity, from the public and private sectors to academia and civil society.

The First Industrial Revolution used water and steam power to mechanize production. The Second used electric power to create mass production. The Third used electronics and information technology to automate production. Now a Fourth Industrial Revolution is building on the Third, the digital revolution that has been occurring since the middle of the last century. It is characterized by a fusion of technologies that is blurring the lines between the physical, digital, and biological spheres.


Via David Hain
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David Hain's curator insight, September 16, 4:45 AM

Are you geared for the 4th Industrial Revolution? thoughtful piece form the World Economic Forum.

Rescooped by Roger Francis from 21st Century Leadership
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Crushing 5 Urgent Leadership Challenges

Crushing 5 Urgent Leadership Challenges | New Leadership | Scoop.it
#1 Productivity: The difference between success and failure is doing things others put off. Protect time with priorities. Some things feel urgent but they don’t matter. Urgencies control weak leade...

Via Anne Leong, Amy Melendez, Roy Sheneman, PhD
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Alexandra Salamis's curator insight, February 8, 2015 8:32 AM

Great list that differentiates great leaders from not so great leaders. What's on your leadership development wish list?

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The five temptations leaders must avoid

The five temptations leaders must avoid | New Leadership | Scoop.it

When it comes to working with leaders the most consistently lacking behaviour seems to be discipline.
 
Now I know that most of you are reeling reading this and probably thinking ‘how dare he’ but now’s the time to be really honest with yourself – we all get a little distracted from time to time.

In this article we’ll look at what I think are the five temptations that can cause a distraction and therefore a downturn in both your, and your organization’s, performance.

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Rescooped by Roger Francis from Leadership
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John Addison: Follow These 4 Leadership Principles for Making Difficult Decisions

John Addison: Follow These 4 Leadership Principles for Making Difficult Decisions | New Leadership | Scoop.it
Honoring the principle of doing the right thing almost always delivers a sound decision.

Via Anne Leong
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What makes the ideal team player?

What makes the ideal team player? | New Leadership | Scoop.it

When it comes to visible team performance we in the UK have seen some amazing examples in recent times.

From the history-making season Leicester City FC just completed to the now four-times Tour De France winning Sky team.

It makes us wonder – what are the common characteristics in these teams, and more specifically in the members of those teams that must exist in order to succeed, and succeed again?

Ultimately it boils down to three simple virtues. They must be humble, they must be hungry, and they must be smart.

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Rescooped by Roger Francis from Wise Leadership
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5 Signs That You've Fallen Into The Trap Of Parent-Child Leadership

5 Signs That You've Fallen Into The Trap Of Parent-Child Leadership | New Leadership | Scoop.it
Today’s managers talk a lot about wanting employees to be more accountable and to act on their own initiative. And yet, those same managers turn around and say to employees: “I have to give you assignments; I have to give you feedback; I have to hold you accountable.” This leaves employees, much like children, left to take feedback, to take assignments and to passively wait to be held accountable.

Today’s top-performing organizations are leaving this style of Parent-Child leadership behind and replacing it with a new model of leadership that treats employees like adults who have unlimited potential and who deserve the opportunity to take control of their own futures. Establishing an Adult-to-Adult dynamic encourages employees to become self-leading and self-sufficient and results in a more motivated, fulfilled and energized workforce. Employees are more aligned with their organization’s vision and more committed to helping the organization achieve that vision.

Via David Hain, Create Wise Leader
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David Hain's curator insight, September 12, 4:54 AM

Leadership needs to move to adulthood - but for most of us that will mean unlearning and reducing our parental tendencies!

Ron McIntyre's curator insight, September 12, 9:29 AM

Excellent share from Forbes, thanks David Hain.

Rescooped by Roger Francis from Leadership
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11 Ways You're Secretly Killing Your Team's Potential

11 Ways You're Secretly Killing Your Team's Potential | New Leadership | Scoop.it
Your company's team brings more to your business than just filling a job. Why you should constantly leverage their talent, expertise and input (and how you're probably not).

Via Marc Wachtfogel, Ph.D.
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To Be a Leader, Be a Learner

To Be a Leader, Be a Learner | New Leadership | Scoop.it
Learning may not always come from those above you on the career ladder. Peers and even direct reports may have valuable lessons to share — if you’re open to them.
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