Leadership is challenging. One challenge is creating a safe place for conversations and still have boundaries when problems come to you that are beyond what you can help solve. The formal name is Employee Assistance Program, but another good name is Leadership Assistance Program.
Performance. Accountability. Terms used often in organizations and yet our actions as leaders send a message that our job is to fix people. A leaders job is to care for people and give them an opportunity to join the discussion.
Is it wrong to talk about great followership? We talk about great leadership. Here are five levels of followership that make people think and will drive the question to leaders “So what do you think.”
In part one I labelled an unsupported leadership transition as MEAN. This is the second post where I outline some simple things a leader can do to lower the chance of failure for a new leader to their team. This is a guest post on Mary Jo Asmus’ site, an excellent coach and a friend.
What is the cost of a figure it out development plan for new leaders? There is research that suggests a 40% failure rate in leadership transitions and the costs are high and understood. But there is also a real cost to the individual. I would also argue that with all this knowledge, it MEAN. Here is the first part of my argument.
Creating silence is a challenge, but a necessity. Here are a few words putting some perspective on it and sharing a method for creating it.
TrustBUSTER™ #5 – Tells a lot, listens very little. What is this and how does it relate to leadership and how organizations operate. What are the top 3 listening times for leaders? Where does the employee survey fit into all of this?