Learning + Doing = Growth. In an effort to support committed people-centered leaders here are my two articles on creating and managing gaps as leaders. I also include links to other favorite reads, and all of these are great summer reads because they are easy reads.
Trust and Truth. The two things I believe leaders need to be building and leveraging every day. Now it is supported by research and tied to behaviors every people-centered leader should be focused on practicing. Here is a free study guide for a group of leaders to use to read the article and translate it into action. My core value is Learning + Doing = Growth. This is a gift for you that I guarantee will have an impact on your effectiveness as a leader.
Superficial relationships tend to focus on the obvious and inspire nothing new. Leadership can be lonely, and yet I see leaders creating this condition by staying superficial. Here are two tips for moving beyond the superficial.
How effectively do you hit the pause button? Too often leaders think pause = weakness. The reality is pause creates space for effective teamwork. Here are two tips for practicing it today and some wisdom from Seth Godin about why it is so important. It is a critical skill for people-centered leaders.
Addressing succession planning effectively requires a shift in perspective: from viewing it as an HR-driven process to a leader-driven, talent-focused process that can also be used to plan succession in key roles. Here are reflections from a recent key note workshop I led, and all of the materials I used to equip leaders to go back and lead the process with their people.
Looking for an icebreaker at your next team meeting or summer employee get-together? Here is the only icebreaker I use, because committed people-centered leaders can take it back to the workplace to help build healthy relationships.
When we really listen . . . people tell us what’s on their mind. My #1 saying to new leaders is, “Mind reader is not in your job description. Focus on listening well, making leadership decisions based on what you hear, and repeat often.” Here is what your clicks showed me in the last month, and how clicks and questions help us start great conversations with our teams.
Are you a giver or a taker in your approach to leadership? Adam Grant’s book is a powerful exploration of that question and provides great research to educate us, offering givers things they can do to be more effective leading AND still be a giver. Learn about this book and the 8 values that define givers and takers.
In coaching leaders to become more people-centered, it quickly became evident that preparing their team for the career/development conversation was critical because too many people were not ready to share what they wanted. Here is my proven process for conversation and some perspective for leaders and/or individuals desiring to own their development.
Do you have a plan for your best people on where they will be in a year? Two years? What is keeping you from asking your people about the future? Here are the 3 reasons leaders don’t ask and 2.5 steps to start this conversation. Included are links to all the resources you need to equip your people to Own It! (including a free whitepaper and links to my 4 favorite posts on this topic).
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.