Identifying individuals with leadership potential remains an imperfect process in most organizations. While we have tools and models and assessments to help, experienced talent scouts rely on their own well-honed senses as they strive to identify potential future leaders. This article shares some highlights from a recent group interview on this topic.
I continue to be both amazed and humbled at the reception to my book, Leadership Caffeine: Ideas to Energize Your Professional Development. In celebration of the sixth year since publication, I am sharing one secret on where the book idea came from and showing my thanks for your support with 3 very special offers for free books to the first to respond.
I hear the same doubt expressed over and over again by good people upset over conditions in their workplace. It sounds something like: “Can I really make a difference? I’m just one person.” The often unspoken trailer is: “…and I am not the CEO or a senior executive, and they are the ones who have [...]
As we approach another anniversary of the publication of my book, Leadership Caffeine: Ideas to Energize Your Professional Development, I am pleased to share some updates and coming attractions as the Leadership Caffeine family of offerings expands.
A "difficult employee" experience wreaks havoc on team morale and the manager's psyche. For some managers, this experience is so painful, it prompts them to redirect in their careers. For others--survivors, they find different ways to turn the negative experience into improved leadership performance in the future. Here are four approaches of leaders who survived and thrived following a toxic employee situation:
We spend a great deal of time reading, writing and training on the physical manifestations of leadership: the actions. In reality, success as a leader requires that we learn to manage and leverage our inner game.
There’s a class of professionals in the world one of my former bosses labeled as “70-Percenters.” They’re the people who are great at making noise, and even getting things started, but they don’t know how to close. They’re not finishers. Here are 5 key behaviors of finishers:
What costs are your own leadership tics and aberrant behaviors imposing on your teams, your firm and on your career? While you've been successful, how much success have you left on the table along the way?
Every professional faces important "moments of truth" as they navigate through their work days. Whether it's the invitation to speak at the board meeting, the opportunity to connect one-on-one with the CEO or, a tough feedback conversation with a team member, you need to be ready to succeed in these High Value/High Risk (HV/HR) situations. Here are 5 steps to helping improve your effectiveness: