The notion that love is important is a hard sell to leaders, but it’s not to the team. That’s why they are a team: They have unifying values and principles in common.
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Leaders believe they have a compelling story to tell, but through the eyes of the employees, the opposite is often the case. This is true at the highest levels of the organization as well as with functional leaders, like in learning and development.
There is an element that does drive leaders’ decision-making, qualities and actions, and it is one that relatively no one is talking about.
As companies invest more heavily in AI, they will need to invest also in leaders who understand it.
In today’s competitive landscape, most leaders would benefit from spending more time learning how to enhance their ability to influence.
The prevailing approach to leadership today – and to business in general – is to focus on short-term performance rather than long-term results. This short-term focus means we’re often forced to be more transactional than strategic in our work.
The best companies have leaders who are focused on creating more leaders. But without an honest, clear-eyed, outside assessment program, there’s simply no way to honestly gauge where you are.
If you could only teach one practice or skill that would transform the effectiveness of leaders and teams, what would it be? The ability to ask generative questions is a major training opportunity for many reasons.
Leadership and company culture are key to unlocking innovation, and innovation is a key driver of growth and performance. So, how do you create the right balance to develop a more innovative working culture?
If drama is sucking up too much of your life at work, here are two ways you can dial it down.