Book study groups are an easy way to get leaders at all levels of your organization connecting and learning together. One of my core beliefs is Learning + Doing = Growth, so here are a few tips: Keep the group size appropriate for the intensity of the book. If you...
Book study groups are an easy way to get leaders at all levels of your organization connecting and learning together. Here are my top 7 book recommendations, plus book study tips.
I’ll soon be publishing a list of 5 books I recommend for leadership book clubs. A new addition is my favorite book I’ve read this year: Triggers by Marshall Goldsmith. Here is why every leader and EOS/Entrepreneurial Operating System® leader (or any people-centered leader) should read it.
Seth Godin says “it is your job to figure out the path” and while most people will say they want to learn and develop, it is important that people demonstrate that ownership as part of the process. Not everybody is ready for it, and as a leader you need to spend your time with people that are ready. Here are three tips for testing individual ownership for growth and development.
Leadership is often about hope, especially in times of change and uncertainty. How do you harness the power of hope when leading? Create a hope formula and build a hope-filled leadership strategy.
Are you developing your best people? Do each of them have a development plan? You cannot have the former without the latter, and here is how to get started.
It is very common for leaders to have difficulty connecting with their people. But effective people-centered leadership relies upon effective conversations.
Every time I share the JoHari Window with a group of leaders I am amazed at the impact it has on their view of the conversations they have with their team. The Johari Window is a simple and powerful tool for leaders to see the impact they can have on the everyday conversations with their people that are the foundation of strong and trusting relationships. Here are some tips for using this tool to become a more people-centered leader.
Too often we see performance gaps as things that are to be hidden or apologized for. Our narrative around these events contain adjectives like poor or disappointing, which only makes us want to escape them more. It does not take a Psychology major to spot someone who is not comfortable in their work – we just have to listen to the story they are telling. Then you find a person or place where gaps are accepted and more energy is put into talking about them . . .
Are you a micro-manager or micro-supporter? There is a difference, and the team you have around you will mirror your style. The good news is you can change and have a higher performing team. The other good news is that the outcome will be worth the work. Here is a tip to doing it.
Leadership is . . . ensuring that every significant decision gets communicated to your team so they always know what, why, and who. This is the job of the Linking Pin – and proven processes like EOS (Entrepreneurial Operating System) are about hard wiring linking pin behavior in teams.
Great conversations start with a question. What if that question was a powerful question? Leaders that ask powerful questions invite themselves and the people around them to bring more of their heart and mind to their work. Here are four powerful questions to add to your script and resources to explore more.