Your organization has most likely implemented policies and training to promote diversity and inclusion, but even they may seem like they’re getting lost in the larger tension between the genders.
Imagine this situation: the vice president of the U.S. asks you to take an important executive job, but you don’t feel qualified and refuse to take it. The job? Leading a team of thousands in a $20 billion, decade-long effort to put a man on the moon.
Experts are warning us about a possible recession in the next one or two years. Rather than fall into damage-control mode in the midst of a downturn, it’s critical to strengthen your business today to be in a better position if and when that time comes.
Whether it’s bean bag banter, volleyball, rock climbing, or access to a game room with Lego and arcade games, leading organizations are providing activities throughout the day with the goal of inspiring new ideas and encouraging creative thinking.
To curb conflicts that may stem from misalignments of meaning, leaders can work with their team to create a team charter, which provides a common understanding of acceptable practice.
Deciding where the responsibility of leadership development lies is one of the more significant challenges, as it is often segmented between business leads and line managers. Learning leaders and line managers should work together.
Soft skills – self-awareness, patience, impulse control, empathy, altruism and collaboration – have always been the key to our survival and success.
In order for a group to move forward as a unit, each person must be on the same page. This process doesn’t have to be a huge, life-changing event. It starts with opening our ears to truly hear what other people are saying.
A learning culture is especially important in our current climate, because it helps organizations be sensitive to changes in their external environment, be aware when there is disruption, and take action quickly across the whole organization to survive.