Our traditional methods for developing leadership talent in our organizations, including check-box training, loose mentoring, and limited access to coaching, need to be changed for a world where all organizations need to field talent able to help align, execute, and renew at the speed of change. We need a different model for leader development.
In this episode of the Leadership Caffeine podcast, Art Petty talks with Amy Jen Su about her new book, The Leader You Want to Be: Five Essential Principles for Bringing Out Your Best Self Every Day.
As part of your leadership improvement program, it's important to ask for input. The answers and perhaps even more so people's reactions and responses to your questions offer valuable clues to where you need to strengthen your performance.
In a world where our organizations face a chronic shortage of leadership talent to navigate uncertainty and change, it's time to rethink our approach to leadership development. In this article, I suggest an alternative approach, the clinic model for leadership development. Consider this more a "What if?" prompter on finding new ways to address the whole-person and to integrate and sustain development over time.
Large scale organizational transformations often create more problems than they solve. That's why my new Level-Up program focuses on identifying discrete behaviors that what adopted and reinforced, offer the potential to drive big results.
The formula for success as a leader is not a secret. In every course, keynote and workshop, I hear people describe the behaviors of the leaders that inspire them. Their formula is consistent and simple:
The hardest work of leading you’ll ever do is not the coaching, problem-solving, communicating and other externally focused activities that occupy your days. Rather, the heavy lifting of creating success as a leader goes on in the space between your ears. Here are 5 key internal issues every leader must regularly renew:
Join me and a small number of other motivated professionals on a monthly hour-long group call where we will discuss common leadership challenges and solutions and engage in spotlight coaching and live q/a.
When things break bad (even momentarily) in an organization, a number of predictable reflexes kick-in. Expenses are cut. Operations reviews evolve into extended, public proctology exams with everyone taking a long look searching for answers and blame. Some of the responses are reasonable and expected. Others are destructive. Suspending the work of developing your leaders and managers is destructive. Instead of letting your training budget dictate your team and leadership development efforts, here are 5 high-contact ideas to turbo-charge your efforts:
It's time for another installment of the Leadership Development Carnival! Thanks to Jason Seiden at his "Profersonal" Blog for managing the Midway and organizing some great posts from some remarkable leadership writers. Oh, and yes, Jason was kind enough to include one of mine as well!
