Liz Kislik helps organizations from the Fortune 500 to national nonprofits and family-run businesses solve their thorniest problems. Here she tackles a common problem; dealing with a boss who has unrealistic expectations. It is a practical, real world approach that can keep expectations in realistic parameters.
I like succinct articles, that capture the essential elements go leadership truth. Here’s an excellent example from Entrepreneur.com. Clay Mathile and Joni Fedders here espouse that to build a better business and culture, company leaders need to master these essential skills. Its a short list but essential none the less, and built on lots of practical experience helping leaders be more effective.
Want to See a Toxic Boss in Action? They’ll Destroy the Workplace in Any of These 5 Ways, according to Marcel Schwantes, the Principal and founder, of Leadership From the Core. It makes you wonder why we continue to promote these people into leadership roles. Over the years, he’s delved into the leadership literature, interviewed countless employees, and collected hundreds of survey responses to answer one simple question: What are the top mistakes leaders in the workplace make more frequently than others? Here is Marcel’s article originally published in Inc.
In today’s tough and fast-changing environment, CEOs must help their top leaders to work through fear and denial and to learn new rules. When business conditions change as dramatically as they have in the past year, CEOs need to be able to rely on their best leaders to adapt quickly. But what should they do when their strongest executives seem unable to play a new game? The costs—organizational drift, missed opportunities, unaddressed threats—are so big that it’s tempting to replace leaders who are suffering from paralysis. But this is a mistake when, as is often the case, these executives possess valuable assets, such as superior market knowledge, relationships, and organizational savvy, that are difficult to replace.
We’ve all heard before that change is the only constant in life. Well one of the biggest jobs of a leader is to navigate their team through change. Whether your leadership style is servant-, relationship-, participatory-, or transformational- based (or a combination) leading others to actionable results is an unwieldy task. There is a big gap between pronouncing that change is needed and then actually affecting change. What’s involved? What mindsets are required? Natalie Nixon Principal of Figure 8 Thinking, LLC writing here for Inc.com, asked 6 leaders with a diverse range of leadership styles their perspective on what it takes for a leader to affect change. Here below are their thoughts.
There are probably dozens of traits that come to mind when you think of what sets great leaders apart from the rest of the pack. But one of the most important things that every great leader understands–something that other might miss–is the importance of having adequate emotional reserves when you show up at the office every day. Jim Schleckser CEO, Inc. CEO Project talks us through why CEOs need to have buffers to handle the ups and downs of business.
Thomas grew up in Georgia, the son of a self-taught electrician and a secretary. He credits his parents and humble background for shaping his work ethic and values, qualities that helped him work his way up to the chief executive position of Rapid7, a corporate network security company that serves nearly half of the Fortune 1000. It makes for greater communication, because it helps managers and others deliver feedback in a constructive way.
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.