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Leadership Development: “This is Squishy Feely” Stuff

Oct 8, 2008

It’s not uncommon to run into resistance from the senior members of an organization that has just recognized that it might be good to professionalize and improve talent development and acquisition processes. I can even understand the “Squishy Feely” comment coming from a grizzled functional veteran that grew up in a world where the topic of talent identification, development and retention was not as front and center as it increasingly is today. However the statement: “We’re not going to do this,” is impossible to fathom. It’s a lot like saying, “It’s good to be ignorant.” Or, “It’s OK not to breathe.”

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Has Your Management Team Decided to Be Successful Yet?

Oct 7, 2008

It is always great fun to work with management groups interested in growing their businesses, pursuing a new and bold vision or embarking upon new strategic directions. More often than not, these groups have enjoyed success, established themselves and their firm in a favorable position and have a common excitement about what the future might hold. They also talk about the fact that change will be necessary for growth, and it is usually about this point that the wheels start wobbling.

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Good People or Good Ideas? The Importance of the Working Environment

Sep 10, 2008

After many years of leading and now several years of working with aspiring and experienced leaders in all manner of industries and cultures, I remain convinced that most individuals lack proper context for their role as leaders. The great leaders at all levels understand that they have a unique responsibility and unique power to adapt and form their working environment to the unique circumstances at a point in time. Less effective leaders allow the environment to form around the wrong issues including ego (theirs) and petty politics. The lessons of Pixar are hard-won and the outcomes visible to all. You would be well served to listen, learn and apply some of Mr. Catmul’s wisdom to your environment.

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What’s A Good Meeting Anyway?

Sep 2, 2008

I’ve heard the phrase “We had a good meeting,” or some derivative of it so many times that I’ve lost count. Whenever I hear this meeting review or it’s ugly stepchild, “We talked about a lot at that meeting,” alarm bells start ringing, my spider sense tingles and I have to resist the sudden urge to scream. I know then that I am in the company of a Professional Meeting Attendee!

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Are You Making Progress?

Aug 27, 2008

Not surprisingly, it’s often difficult for senior executives and management teams to gain objective feedback on their individual and collective performance. I’ve worked with clients and in organizations where the management team was generally satisfied with their own performance and would give themselves high marks at a time when the employees would give them lower or even failing grades. In all cases where I’ve observed this perception gap, there was no objective, systematic means of measuring performance and perceptions in place.

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Strengthen Your Team By Seeking People Who Believe that They Can Grow

Aug 14, 2008

Look back on your own recent string of hires and promotions, and if your batting average is lower than you would like it to be, consider Ms. Dweck’s advice: “look for both talent and a growth mind-set in prospective hires—people with a passion for learning who thrive on challenge and change. And remember to open your eyes and look around you for talent in unexpected places. Your greatest future success stories might be closer than they appear.

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Do Your Employees Truly Believe That They Can Make A Difference?

Aug 12, 2008

The survey of Fortune 500 employees offered an interesting insight into what your employees might really be thinking while you as a leader are delivering yet again, another of your famous “take risks, innovate, create and you are empowered” pep talks. The survey results said that 79% of respondents understood that they were accountable for “taking initiative and bringing about change,”40% of the respondents indicated: “they do not believe that they can make a personal contribution.”

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Constancy of Purpose In Pursuit of Success

Jul 31, 2008

Organizations and individuals march forward when they have a clear goal and sight and are driven by some deep collective conviction that when successful, the world will be a better place, that they will be better professionals and that their positions and as a result, their families will be secure. The earlier that a leader understands that creating “constancy of purpose” is a core task, the faster they are on their way to truly fulfilling their obligation and responsibility as a leader.

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From Imperial Court to Learning Organization

Jul 21, 2008

It’s time to quit talking about becoming a learning organization and start knocking down the time worn conventions, institutions and processes that stand in your organization’s way. In an ideal world, this change starts at the top with an insightful leader or leadership team that understand what it takes to move from an efficiency orientation to a learning focus. In reality, a lot of this change will need to be driven by leaders in the middle that clearly see what is happening in the external environment as well as what it takes to win in that environment. If necessary, let the royals executives posture and play while you go about the business of changing the business one initiative at a time.

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