Great Place to Work — the global research consultancy that partners with Fortune to conduct the annual study of those “best companies” — has already confirmed that trust is the human behavior you cannot afford not to have. It found that 92 percent of employees believe that their managers are people they can trust.
Millennials are wonderful. And no, I’m not just saying this because I raised three of my own. I’m saying this because it’s the truth, says, Frances McIntosh, who helps leaders, teams, and organizations build stronger relationships through effective communication. This article originally appeared in Forbes.com.
With their creative and elastic minds, their ability to work with passion and their hunger for knowledge, millennials are exciting — not to mention educational —to be around. Just as with any other generation, isn’t it time we start acknowledging their strengths?
Leadership means people watch you–not to what you want to say or do, or mean to, but what you actually say and do.
According to Joshua Spodek, Author of, ‘Leadership Step by Step’ Attention to detail counts. We concur! Not sometimes, but always. What Vince Lombardi said about winning applies to leadership: “Leading is not a sometime thing; it’s an all the time thing. You don’t lead once in a while; you don’t do things right once in a while; you do them right all of the time. Leading is a habit. Unfortunately, so is failing to lead.”
Research has shown that only about 8% of company leaders excel at both strategy and execution. Leaders who master both strategy and execution start by building a bold but executable strategy, addressing the questions “What are we great at?” and “What are we able to achieve?” rather than coming up with lofty plans and asking functional and business-unit teams to do their best to execute. Next, leaders must ensure that the company is investing behind the change, which means linking the budget closely to the strategy.
Andrew Fayad is the CEO of eLearning Mind, a creative agency focused on designing custom multimedia and digital learning experiences. Here he is writing for Inc exploring a ‘Modern leadership Philosophy’ that creates a culture of commitment. Not surprisingly, we heartily agree!
When you embark on a new strategic journey to sustain and grow your organization in an uncertain world, what do you prioritize? If you’re like most of the leaders we know, you start with organizational structure and processes. We asked 80 senior executives from 20 countries and 25 industries where they focus their attention throughout strategic execution.
From professors to managers to mentors, I’ve had the opportunity to be inspired by some great leaders. When thinking about what they have in common, it’s easy for me to come up with some shared characteristics. They were all supportive, encouraging, charismatic, and motivated. They all had unique skills and valuable experiences under their belts.
But, personality traits aside, I identified one more common thread that ties all of my most memorable leaders together: the questions that they would ask me. Here are three questions to ask your own employees if you want to be seen as a better, stronger leader.
Great leaders know they have to motivate employees by painting a clear picture of where the job is heading and what is waiting for them down the road. Nothing motivates people in quite the same way as vision-casting for employees. If you can muster enough empathy for that employee, you know the job is a bit tedious.
A culture of trust yields higher engagement, happier employees, greater productivity, and higher profits. And it all starts in the brain.