Tag Archives: Leaders

Authenticity Is The Secret Sauce

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Image result for Scot HeathmanBy Scot Heathman

Nothing develops trust more than vulnerability…great leaders, authentic vulnerable leaders, require the ability to develop deep human connection
Dov Baron,
Author of ‘Fiercely Loyal‘

 

Just be yourself. How many times have you heard this statement in development sessions or during leadership training? I like this statement but it’s hollow. It’s missing something. Employees and subordinates are demanding leaders to become more authentic instead of just being themselves. Most subordinates know if you try being someone you’re not, especially in a key leadership position, it’s only a matter of time before you’re found out as an imposter. We see this all the time online. People try to be someone else with their online persona versus who they are in real life. It doesn’t work over the long run and you’re setting yourself up for personal disaster. The key is being authentic with your yourself and your organization. Be authentic with your subordinates. It is Authenticity that is the secret sauce in a recipe on developing deep human connections. Continue reading →

The Business Impact of Authentic Leadership

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Anka WittenbergBy: Anka Wittenberg

Workplace diversity is a top goal for companies of all sizes today. Research shows that enterprises which include people of both genders and of multiple generations, cultures and physical abilities increase their productivity, improve the effectiveness of their employee teams and better their bottom line. A more diverse workforce clearly equals rewards.

At the level of the individual, however, less is more. Rather than trying to be “all things” to their employers, people perform better and are more engaged when they focus on being their singular, authentic selves.

When companies also encourage and reward this kind of authenticity and genuineness among their leaders, these leaders, in turn, are more likely to create real value for the organization. Continue reading →

The Importance of Seeing the World in Shades of Grey

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Manfred.jpg by Manfred Kets de Vries

Executives who see the world in stark contrasts miss the nuances of situations and are less able to compromise to meet common interests.

Joan, a senior executive, wasn’t the easiest person to deal with. Although she had many excellent qualities – she was creative, had a great capacity for work and was extremely knowledgeable about the industry – she also had the tendency to engage in drama and in doing so rapidly got on people’s nerves. Joan was rigid in her outlook, had angry outbursts, was manipulative and constantly criticized everything. She seemed to always be involved in some kind of vendetta, forcing people to choose sides. In Joan’s world there was no such thing as a middle ground, her thinking was exclusively black and white. Continue reading →

Overcoming the Toughest Common Coaching Challenges

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by Amy Gallo

Great managers strive to do right by their employees — treat them well, motivate them to succeed, and provide the support and coaching each person needs. This is often easier said than done, especially when it comes to coaching. That’s because coaching takes time, skill, and careful planning. And there are certain types of people who may be particularly challenging for managers to coach. Think about the Eeyore on your team who is pessimistic at every turn, or the person who refuses your advice with a smile on his face. It’s not fair to you or to the employee to give up, so what do you do? Continue reading →

Can Leadership Urgency Be Taught?

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by Cindy Wahler

Academic training provides abundant business case examples that allow students to see how and why organizations succeed or fail during turbulent times.  We do know that companies with the best strategy can engender great success.  The strategy, if implemented appropriately, can help turn the organization around by increasing market share and profitable growth.

The one caveat to brilliant strategy is talent.  With the war on talent being ever so true there are many highly educated candidates in the marketplace.  Those candidates who could not secure employment after completing an undergraduate degree went back to school.  They chose further education in the form of postgraduate degrees and specialty certificate training programs.  The intent is to enhance resumes, add additional qualifications and create greater marketability. The net result is that our potential employee population has never been brighter, smarter and steeped in theoretical business acumen.  Those students who had an opportunity to participate in a co-op or internship placement do have an edge.  This was a savvy choice on their part to seek out academic programs with a practical component.  Employers will always hire a known quantity, and if fortunate, many of these students are indeed hired back upon graduation as full time employees. Continue reading →