Rethinking the Operating System Needed for Manager Success Late last year, I shared an article at SmartBrief on Leadership, introducing the idea of the Manager's Operating System—a set of core programs or instructions that must be present to create a healthy working environment and support manager and team success. I like the operating system metaphor [...]
The search for the return on investment from professional development activities has been a long, unresolved quest for many HR and Learning and Development professionals. It turns out we're looking at it all wrong. The real challenge is for an organization's managers and leaders to CREATE the return on investment from professional development.
It's time to replace the tired, outdated model we have for identifying, developing, and tasking managers. Given the complexity of our environment today, we need to find new ways to harness the creative and productive power of inspired people, not send them running out the door or leave them idling in place.
The old supervisory model and mentality are obsolete. The essence of the new role is empowerment and support. Perhaps instead of having individuals write off the opportunity to contribute to others and their organizations in unique ways, we might just build the next generation of great leaders. I've checked, and we need more of those great leaders!
It's Back-to-Professional Development Time and I'm sharing my current Fall, 2022 calendar. If strengthening your skills as a leader or your success as a manager is on your priority list (or is a priority for your team members), please consider one of our uniquely powerful programs that blend training and coaching.
There's little doubt creativity is vital in the workplace, and that idea generation is the enabler of creative problem solving and innovation. The better our teams and colleagues are at generating ideas, the better the odds of surviving and thriving in our topsy-turvy world. Yet, idea generation and problem-solving practices are stale and decidedly lacking in creativity in too many organizations.
Last week I wrapped up two different cohorts of my Experienced Manager Program. In twelve hours of program time spread over multiple sessions, the ideas and insights flowed, and I left impressed with the passion so many have for their work leading and managing. Here are some of my favorite insights from the program:
I'm excited to have a great friend and fabulous expert on career development, Julie Winkle Giulioni, join the upcoming Leadership Caffeine Jam Session: Rethinking Employee Career Development for This Era on Friday, February 11 at noon central. You can register here. (This will be recorded and the video, chat stream, and mind map distributed to all registrants.)
Clarifying your group’s values or creating a Manifesto for Success gives substance and meaning to the working environment you want to bring to life with your group members. This activity is essential and impactful whether you are leading a senior management team, a functional group, or a project team.
As you search for new resolutions and ideas to grow and strengthen in your leadership role in the months ahead, here are seven things I encourage you to stop.
