Captain John Meier understands that great conversations start with a question. He also knows that to serve first as a leader one must seek answers and input first. Of course, he commands an aircraft carrier, so he has some experience leading. Here are two tips he shared to move an intent to serve to an ACTION that your team will see and feel.
Leadership development is about honest conversations, that lead to thoughtful actions, and improved performance. It rarely starts with the DO of practice, but the DO of observation. Here is what I mean by that.
Talent management is about great conversations. Sometimes it starts with a conversation with ourselves. Here are two videos that evoked a conversation within me – one on Slomo and the other on Alex Zanardi. They are not corporate titans, but men who faced a fork in the road and chose a path. Very different people, but both reminded me of the piece of mind that results when we own our choices. Great lessons for individuals facing decisions around career or professional development. Remember, do what you love.
Great conversations start with a question. Leadership development is about learning to listen and then react, and to act out of an understanding of most of the variables in the situation so that the decision is the best one for your people and the organization. That is what I believe, and this is a piece of how to DO that has a leader. This is also a foundation for talent management.
Job descriptions are one of the problems with employee engagement. Here are three of my top frustrations and three fixes that will help any leader do a better job defining the work. Talent management is about great conversations, and using the new job description form is a big step towards having a great conversation. These are free templates for leaders looking to do talent management more effectively and build a stronger culture in their business.
What does a leader DO? This is a big question, and these questions are the start of a great conversation for any leader to have with others, and with themselves. It is much easier to make a habit out of something you believe in, and that is the core of the training launching next month from the LeaderWork group around What Leaders Do.
We try to avoid labeling people, and yet words have definitions that help us clearly state something we are seeing. In the world of talent management, there is a fine line between being ignorant and stupid. Effectively managing talent means knowing their attitudes towards learning and how agile their are. Talent management is about great conversations, and here are some tips for leaders to have them with themselves and their people.
Talent management is about having great conversations. Having a great conversation starts with an invitation, and too often leaders get focused on who does not participate vs focusing on who does. Here are 2 tips for leaders who are starting the process of one-on-ones, team meetings, or monthly strategy sessions as a way of generating more purposeful conversations with their people.
Relationships are tricky. They start at random places – soccer games, first days of a new job, school functions, board meetings. They only actually become a relationship, a thing that we can point to or hold up as something that has been created if we continue to deal with each other or are connected in some way. Leaders need to be good at this. Talent management requires this. Great conversations happen when we are focused on this.
Building a culture and developing leaders are two big conversations. A new book by Rich Sheridan does a great job telling one story and helping people understand where they should start. Great conversations start with a question – and the best conversations are honest, lead to thoughful actions, and ultimately improve performance. Rich Sheridan has a great story and I recommend it to leaders who want to build a better culture.
Fear is to an organization as water is to a house. It always finds a way in, and only does damage if it stays around for a while. Leadership by fear is a choice, and often it is not about intentionally doing it, but by ignoring the habits that replace fear with love. Here are some leadership tips about having great conversations that allow fear a voice, and create a conversation that makes it hard for fear to stay around.
Succession planning is an important conversation, and a difficult one. Here are two tips for making it easier, and some feedback from a recent keynote topic I did on the topic. Talent management is about having great conversations. Great is about having honest conversations, leading to thoughtful actions, and improved performance.