New Leadership
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New Leadership
The Changing Face of Modern Leadership
Curated by Roger Francis
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Synergy or Consensus: Which One Do You Build?

Synergy or Consensus: Which One Do You Build? | New Leadership | Scoop.it
Meet, Model & Motivate
Synergy happens when we trust people to bring their best selves forward, and don't judge them based on who we think they are. Consensus building often happens when we think we have the best answer already, and want people to come with us, at the same time we already think we know who they are.

Via Mel Riddile, Lynnette Van Dyke
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5 Habits That Improve Your Leadership

5 Habits That Improve Your Leadership | New Leadership | Scoop.it

As a leader, it’s you that has the biggest impact on the engagement of your team, and your No. 1 goal should be to look to increase this, as it will have a significant impact on the bottom line of your company.


Via donhornsby
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donhornsby's curator insight, July 21, 2016 9:41 AM
Leaders have the biggest impact on the morale of their employees. By following these five simple tips daily, you can make that a positive impact and boost their engagement.
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Five Mindset Traits of Disruptive Digital Leaders 

Five Mindset Traits of Disruptive Digital Leaders  | New Leadership | Scoop.it

Two types of CEO mindsets are emerging as the business world shifts to be more influenced by digital business. On one side is the incumbent marketplace player, who prefers to invest only in a solid business case and focuses on predictability over speed and innovation. On the other side is the digital-era market disrupter, who believes in innovation to win big while managing risk by failing fast and prefers to focus on innovation and speed over predictability.


Via Marc Wachtfogel, Ph.D.
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Why the First and Most Important Person You Need to Lead Is Yourself

Why the First and Most Important Person You Need to Lead Is Yourself | New Leadership | Scoop.it
To successfully lead others, sharpen your skills so you can set yourself apart as a leader.

Via Marc Wachtfogel, Ph.D.
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Groupthink: avoid the drive to conformity

Groupthink: avoid the drive to conformity | New Leadership | Scoop.it

Back in 2007 I ran a session for senior traders in a financial services organisation.
 
A participant was presenting a project about a complex new financial product to the room. As the presentation rolled on, one person, let’s call him Bill, kept looking at the PowerPoint and back at his colleagues. The rest of the group were enthralled by this clever way to make money.

When the slide show ended, the presenter asked for questions. The first one he got was from Bill and this was it: “Is this even legal?”.

Did the group pause to think about Bill’s question? Did the presenter answer it? Not exactly. What happened was this: the group laughed. One person threw a pen cap at Bill.

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Are You Stressing Your People Out? Change Your Thinking

Are You Stressing Your People Out? Change Your Thinking | New Leadership | Scoop.it
If you are wondering how to decrease stress—for you and everyone in your circle of influence—the answer lies in a simple shift of perception. Become aware of how you’re impacting others, correct your shortfalls, and you’ll inspire people to be innovative and productive. Your business and families can then thrive.

The first step is being aware that you’re causing stress—and stopping the offending behavior. Are you, for instance, imposing oppressive time lines and workloads on your staff? Or missing deadlines for your team or family, or simply not delivering? Stop those behaviors and you can mitigate the stress you’re causing. If enough people become aware they, too, are stressing people out and bring this understanding to everyday life and work, stress around the globe could actually decrease. Which could produce a better world. Small step; big effect.

Underlying so much stress is the idea of time: Is your product late to market? Does your investor want a report early? The man-made concept of time may be what’s tripping us up.

Via David Hain
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David Hain's curator insight, July 13, 2016 5:47 AM

Reframing time horizons helps with stress - useful concept!

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10 Principles of Strategic Leadership

10 Principles of Strategic Leadership | New Leadership | Scoop.it
How to develop and retain leaders who can guide your organization through times of fundamental change.

Via Ariana Amorim, Kevin Watson
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Slow Deciders Make Better Strategists

Slow Deciders Make Better Strategists | New Leadership | Scoop.it
Embracing uncertainty helps too.

Via Adrian Bertolini
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Adrian Bertolini's curator insight, July 12, 2016 7:43 PM
One of the conversations I have with middle leaders is the importance of strategic thinking and acting slow. Whilst teachers need to think quickly and act quickly when in a classroom this behaviour doesn't work as as middle or senior leader. The impact of decisions they make can have far reaching consequences - thus the importance of acting slowly.
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Why Storytellers Are Attractive In Life And Business - Forbes

Why Storytellers Are Attractive In Life And Business - Forbes | New Leadership | Scoop.it
In the last ten years neuroscientists have learned more about storytelling than we’ve known since our ancestors drew story pictures on cave walls. We know what stories work, how they work and we can prove it. As the House of Cards actor Kevin Spacey once told an audience of marketing leaders, “We know how this [marketing] works; story is everything.”

We do know how this works. When someone tells you a compelling story with an emotional trigger (conflict, tension, resolution), it releases a rush of chemicals: cortisol that makes you pay attention, oxytocin that causes you to feel empathy with the characters, and dopamine which makes you feel good when the story has a happy ending.

Via David Hain
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David Hain's curator insight, July 12, 2016 10:11 AM

Seems to me that storytelling is largely about marrying content with context - a challenging and sophisticated skill to learn!

Peter Karlsson's curator insight, July 12, 2016 6:11 PM
Richard Branson is a great story teller
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Don’t Let Time Pressures Sabotage Your Management

Don’t Let Time Pressures Sabotage Your Management | New Leadership | Scoop.it

People want to be better leaders—but they just don’t have the time. That’s the dilemma managers face, according to Blanchard senior consulting partner Ann Phillips. In the July issue of Ignite, Phillips explains that the lack of time kills many good intentions.

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Influence: Five things that build it; Five things that weaken it

Influence is a hot topic.  The #1 most asked question I get as a consultant, coach and instructor is, "How can I get people whom I have no authority over to do what I need them to do?"

Do a Google search or take a peek at HBR articles and you will find plenty on influence techniques, tactics and approaches.  Those are all great, in the moment.  But your level of influence starts well before you start the conversation or click on that first slide.  Influence is built on history.  It builds over time.

You build influence through a few, somewhat counterintuitive mindsets and actions: 

Via Don Dea, David Hain
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David Hain's curator insight, July 10, 2016 3:03 AM

You won't get far without influence. Do you think about how you go about it?

Ron McIntyre's curator insight, July 10, 2016 8:19 AM

"Good Influence" is NOT being the most obnoxious person in the room.  It is also not being the loudest.

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10 Reasons for Social Leadership

10 Reasons for Social Leadership | New Leadership | Scoop.it
As we move ever further into the Social Age, those mechanisms of power and control that got us this far will not be enough to get us the rest of the way: alongside hierarchy and system, we need community and trust, and those will be earned through developing strong Social Leadership as a counterpoint and compliment to formal aspects of power. Why Social Leadership? Here are ten reasons:

Via David Hain
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David Hain's curator insight, July 10, 2016 5:37 AM

The case, by @JulianStodd, for social leadership in a connected world!

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6 Ways to Boost Your Team Productivity

6 Ways to Boost Your Team Productivity | New Leadership | Scoop.it

Understanding individuals’ motivations is the key to unlocking team productivity within your organization. Gone are the days of a 9 to 5 day in a quiet and boring office environment, where people were expected to grind out their daily tasks and take regularly scheduled breaks. With a new generation of workers, productivity in those types of environments has all but vanished. Instead, today’s employees are focused on fulfillment, both personally and professionally, and want to feel they are contributing something of value. In order to boost your team productivity, you need to understand their goals, and help them work toward them.

It sounds like a simple concept, but how do you put it into practice?

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Top Down Leadership Does Work, If You’re Stuck in the Industrial Age

Top Down Leadership Does Work, If You’re Stuck in the Industrial Age | New Leadership | Scoop.it
Top down leadership is counterproductive, especially in today’s work world. Leadership today calls for humility, and the author explains why.

Via Marc Wachtfogel, Ph.D.
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The One Quality That Makes a Truly Great Leader

The One Quality That Makes a Truly Great Leader | New Leadership | Scoop.it

Leaders who can relate are naturally curious about other people. This allows them to engage people by truly listening to what they have to say and getting their perspective—why they think the way they think, what is important to them, and how they would approach a situation. This opens up great leaders to new ideas and creates lasting connections with the people who work for them. .


Via Marc Wachtfogel, Ph.D.
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10 Ways to Develop Critical Thinking for Leaders

10 Ways to Develop Critical Thinking for Leaders | New Leadership | Scoop.it

Discover in this article 10 ways how to develop critical thinking and become a leader. Try to use these 10 tips and you will see the result very soon.

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You Don’t Need a Title to Be a Great Leader

You Don’t Need a Title to Be a Great Leader | New Leadership | Scoop.it

Many people believe leadership is something that's conferred along with a title or attained when you direct a team of people, but true leadership is never about authority or power. It's about helping others grow, and that's something anyone can do.

 

If it's your desire to influence and have an impact on others, you have leadership qualities. And if you can inspire people to do something they thought they couldn't do, demonstrate how the impossible is possible, believe in someone when they didn't believe in themselves, you're already a leader.

 

People don't set out to be great leaders, they set out to make a difference. It's never about the role or the title, but about influencing others, helping and supporting them.


Via The Learning Factor
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Ron McIntyre's curator insight, July 19, 2016 2:23 PM

So True!

Brad Merrick's curator insight, August 22, 2016 8:01 AM
Leadership needs to be visible, not always audible! You need to strive to make a difference and know that your perseverance can impact and change others.
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5 Ways to Stop Micromanaging and Become a More Effective Leader

5 Ways to Stop Micromanaging and Become a More Effective Leader | New Leadership | Scoop.it
Micromanagers not only frustrate their employees--they stress themselves out, too. Here are five ways to expel your inner micromanager.

Via Marc Wachtfogel, Ph.D.
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How to Find and Engage Authentic Informal Leaders

How to Find and Engage Authentic Informal Leaders | New Leadership | Scoop.it

In a recent article, “10 Principles of Organizational Culture,” strategy+business highlighted how crucial it is to deploy authentic informal leaders (AILs). As the acronym suggests, AILs are not people in your organization who have been endowed with formal authority by title or by memo. Rather, they possess and exhibit certain leadership strengths such as the ability to do something important well and showing others how to do it (exemplars), or they demonstrate the skill of connecting people across the organization (networkers). Some AILs influence behavior by being the first to understand the value of a new trend (early adopters) or by instinctively associating peers’ positive feelings with day-to-day activities (pride builders). These strengths — which my colleagues at the Katzenbach Center and I refer to as “spikes” — can make AILs powerful allies in any transformation effort.

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One Question Every Leader Should Inspire In Those They Lead

One Question Every Leader Should Inspire In Those They Lead | New Leadership | Scoop.it
One of the common themes I’ve written about over the past few years is the importance of building and nurturing relationships with your employees in order to bring out the best in those under your care. While we can appreciate what this means in abstract terms, I’d like to share the recent experiences of two leaders that helps to illustrate the benefit in bringing this approach to your leadership.

Via David Hain, Kevin Watson
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David Hain's curator insight, July 10, 2016 5:35 AM

In the end, relationships are all we have - or don't! See Brexit, Tories, Labour, etc...

Ron McIntyre's curator insight, July 10, 2016 8:18 AM

Honest & caring relationships are the solution to our issues today but egos keep getting in the way.

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Being a Great Leader Requires Emotional Intelligence

Being a Great Leader Requires Emotional Intelligence | New Leadership | Scoop.it

Anyone who’s ever been employed can tell you how stressful even the most enjoyable job can get from time to time. Without proper leadership, many different personalities housed under the same roof can cause serious problems that can pollute company culture — even if everyone is more or less working toward the same goal.

For this reason, it’s becoming increasingly apparent that — aside from the relevant work prowess and skill sets they need to be effective — today’s great leaders also need to possess high EQ (emotional intelligence).

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Suffering from Burnout? 3 Ways to Get Yourself—and Your Team—Back on Track

Suffering from Burnout? 3 Ways to Get Yourself—and Your Team—Back on Track | New Leadership | Scoop.it

Like most people, chances are that you were enthusiastic about your current job when you were first hired. You were excited about the new role, its challenges, and the people you would be working with.

But now for various reasons, you or your direct reports may be struggling to stay afloat. Perhaps as a manager you have reached a stage where you feel discouraged or frustrated—or perhaps you see your team’s morale or performance floundering.

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Five Leadership Mistakes You're Making That Sabotage Employee Autonomy

Five Leadership Mistakes You're Making That Sabotage Employee Autonomy | New Leadership | Scoop.it
Recognize your role in fostering an empowered and autonomous work environment.

Via Marc Wachtfogel, Ph.D.
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How to Bypass Frustration and Lead with Patience

How to Bypass Frustration and Lead with Patience | New Leadership | Scoop.it

As a leader, you’ve probably encountered situations that can be frustrating. Perhaps your direct report did something wrong or you had too much on your plate. How did you deal with that situation?

I was recently asked at a gathering of friends how I remained so positive. Did I have a secret daily ritual of beating up a punching bag? Did I release my stress by screaming at a stuffed animal? I said no, but I sometimes rely on my hobbies of movies and video games every once in a while when I want to let off some steam.

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4 Ways Employees Can Improve Employee Engagement

4 Ways Employees Can Improve Employee Engagement | New Leadership | Scoop.it

Organizations wrack their collective brains to find the best employee engagement strategy. But what if the answer is simple?

Let the employees decide.

Recently my company, Quantum Workplace, released its annual State of Employee Feedback report. It found that 62.5 percent of organizations that that have engaged employees, believe employees are largely responsible for their own engagement.

Before you breathe a sigh of relief and think you never have to work on employee engagement again, understand it’s a team effort. To increase their engagement, employees have to be given the tools and the power to do so. And that may mean making a few changes.

Here’s how to give employees more control over their engagement:

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