New innovations can seem like they come out of nowhere. How could so many people have missed the solution to the problem for so long? And how in the world did the first person come up with that solution at all? In fact, most people who come up with creative solutions rely on a relatively straightforward method: finding a solution inside the collective memory of the people working on the problem. That is, someone working to solve the problem knows something that will help them find a solution — they just haven’t realized yet that they know it. When doing creative problem solving, the statement of the problem is the cue to memory.
During his tenure, he helped grow the company from 28 stores to over 15,000 stores spanning five continents. He now dedicates a large part of his time to the development and education of future leaders and has been a longtime advocate of Servant Leadership. Behar was asked by Fox how more companies are able to create workplaces where employees’ voices matter and people thrive.
Dr. Jim Laub, a leadership scholar and president of OLAGroup, has done extensive research on servant leadership’s impact on human performance. His original studies set out to find out the answer to three questions:
How is servant leadership defined?
What are the characteristics of servant leadership?
Can the presence of these characteristics within organizations be assessed?
Think about your day-to-day interactions in the workplace: Specifically, how do you react to the question, “How are things going?” We bet that, more often than not, your response is, “I’m so busy” — or words to that effect.
In fact, society has reached a point at which saying “I’m so busy!” is the standard response and has even become a kind of badge or symbol of importance — “Of course I’m busy; I’m important!”
This is not a healthy trend, especially considering how an emphasis on being “busy” has trickled down from company leadership to general staff. Today, all levels are displaying this behavior: Employees who rank lower and earn less are just as fixated as executives on staying busy — or at least appearing to be.
Traditional leadership models were built on hierarchies and managing from the top down. Today we’ve evolved to collaborative leadership models, which has moved customary CEO roles from the one to the many. Richard Branson and other famed leaders built their success with a collaborative approach. Let Branson’s favorite quotes on the topic inspire you to do the same.
Late last year, Officevibe, the leader in employee engagement software, released an unprecedented, real-time report on the “State of Employee Engagement,” based on hundreds of thousands of answers from their customer survey software. Unlike so many dated reports, what employees are telling their companies about what truly matters to them using Officevibe software is in the here and now. It updates in real time, adding new data as answers stream in, like, right now. More than 50,000 employees from over 1,000 organizations representing 150 countries have registered their views since 2013, representing close to 1.2 million data points.
It goes without saying that lessons learned on the battlefield serve as poignant examples for leadership in action; after all, people’s lives are at stake. So without further ado, here are five powerful lessons that will change the way you view leadership forever. The leader is ultimately responsible for the success or failure of the team
Leading change in a company in distress means many things have to happen quickly. That usually means culture is put on the back burner as a “nice to have.” As a serial CEO, I’ve led six companies through transformational change throughout 20 years, and I’ve found that authentic leadership—and the culture that results—is a multiplier of productivity and a driver of success. The fast-paced, dynamic world of rapid change that used to be confined to distressed organizations is now everyone’s world.
Lack of engagement in the workplace and failure to get the most from our people isn’t a result of lack of awareness. Various surveys and polls indicate that 80 – 90% of organizational leaders recognize that lack of engagement is preventing them from getting the most from their people. This failure to maximize human potential is costing businesses money and productivity.
As a leader, you probably look to other leaders for tips on how to think and behave in order to be effective and successful in your role. Some leadership skills may come naturally to you while others may be outside of your comfort zone. While it’s important to push yourself to grow and learn, you might not want to stray too far from your authentic self. Research has shown that an employee’s perception of authentic leadership is the strongest predictor of his or her job satisfaction, commitment to the organization, and overall happiness at work. According to professor and Discover Your True North author Bill George, it takes more than just showing up to work to come across as authentic.