Nearly every metaphor for corporate success has one thing in common: teamwork. From row boats, to orchestras, to well-oiled machines, every well-tread analogy acknowledges the power of collaboration. Why? Organizational cohesion and collaboration are critical to success. Great insights from Kirsten Blakemore Edwards (@KirstenBeMe), MA CPCC, Executive Facilitator at Partners In Leadership, writing here for Inc. These criteria are intrinsically aligned to the methodology of our Strategic Planning system “Stragile”. So how do you create this culture of collaboration in the first place? It starts with accountability. Get accountability right, and you get everything right. Here’s how:
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.
Employee engagement is one of those management attributes that can be hard to define. Different companies characterize it differently, but there’s one thing they pretty much all agree on: They do want engaged employees
The performance of your employees is a reflection of your leadership. What does your team’s performance say about you? For many leaders, their team’s performance doesn’t say much.
A December 2016 BetterWorks survey of 1,000 employees found that 64 percent of respondents continued to feel that their company’s leadership wasn’t transparent in communicating top goals.
High-trust organizations operate on a dividend, or performance multiplier if you will, which increases speed and decreases costs.
Millennials see this new world as second nature. So how can you better harness the power of the Millennials — and, in fact, every employee — you lead?
Old-school leadership is just that, and what we do today is very different. To understand leadership, you need to be able to separate historic thought from current practice.
You think of yourself as a pretty authentic person, so you reasonably assume you’re likewise a pretty authentic leader. The “good leadership” thing to do would be to test that assumption.
As the competition for the best talent grows; businesses must reduce the disconnect between their talent requirements and the strategies and processes which underpin them.