Leadership development in any organization is pretty simple, and here are some thoughts on how any size organization can do it effectively. Hidden secret – If you are a growth focused organization you have a HUGE advantage over your bigger and slower rivals. Another hint – doing this well WILL MAKE YOU STAND OUT in the war for talent. Here are 3 tips in addition to my past trUTips on how to get started.
Leadership starts with self-awareness. Self-awareness is only possible if we do some inner work and engage in a community that helps us define and refine our talents and potential. That is talent management, for leaders. Here is a presentation I did around entrepreneurial leadership and two things I learned from the experience.
Sometimes it is the simple messages that are the most important. Like “just go to bed.” This message has made all the difference in the world for me, and I have the authors of Rework to thank for that.
Trust is critical in a healthy relationship. For leaders, a way to establish it is to put great value on the one on one time and never cancel without rescheduling right away. This is the final rules for one on ones that must NEVER be broken. Talent management is about great conversations. Follow these three rules and you are on your way to having them.
Time management and talent management go hand in hand. How do you spend your time? How should you spend your time? Whether you are an entrepreneur or a seasoned leader immersed in an efficiency or growth challenge, this is worthwhile exercise for you and your team.
Assessments in talent management – whether it is selection, high potential development, career development, leadership development, or any of the other pieces – is important. Here are 4 traps and a truth around using asssessments so you can make a good buy instead of being sold something that will not work.
Talent management related question from a group of SHRM leaders / Human resource professionals. Focused on hi-pot development, succession planning, and selecting the right people. Some great talent management questions and, from my experience doing keynote, probably the three topics most asked about. This is post 2 of 2.
Resilience and leadership is a big topic. It is an important topic. Here is a formula that captures the essence of resilience.
Leadership is about creating culture. Sometimes that gets lost in the mix when we look at large and complex organizations. There are great examples of how this looks in a startup, and INC. magazine highlighted some in their June 2011 issue. Here are three things I took away from the article.
What does great followership / great leadership look like? Here is a visual example thanks to TED.
Leadning is hard work. Startup is hard work. But find some time for laughter. Here is a quick story about what that might look like.
Some people do things for us that make us become fans. I have one such partner, and I find myself wanting to sell for them. Here is my story and the three things they do that makes them special.