This summary provides the key points from the document in 3 sentences:
The document summarizes several blog posts on the topic of leadership from NeelabBettridge.com between November and December 2015. The blog posts discuss issues like leaders' resistance to change, the importance of self-awareness, balancing mindfulness and creativity, rethinking leadership training to focus more on personality and values, and lessons from the Volkswagen emissions scandal.
As wary confidence grows in the economic recovery, anxiety is starting to bubble around workforce loyalty and retention. This concern is justified. But it shouldn’t be new.
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
An exploration of the relationship between employee engagement and leadership, and how they might affect quality. Includes references to external sources.
As wary confidence grows in the economic recovery, anxiety is starting to bubble around workforce loyalty and retention. This concern is justified. But it shouldn’t be new.
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
An exploration of the relationship between employee engagement and leadership, and how they might affect quality. Includes references to external sources.
Leadership lessons from a great American Leader. Powell understands the difference between authority and leadership. Excellent ideas to use as meeting starters.
50 Ways to Become More Professionally ExcellentLeslie Bradshaw
This presentation will give you practical, next-level tips to help you become the best version of your professional self.
After powering through it, you will be armed with the tactics you need to grow and nurture your network, deliver world class work product, earn trust and respect, successfully collaborate, and generally take your game up a notch so you advance your career (and have plenty of fun along the way).
Insights will come from successful professionals, pop culture, and Bradshaw's own learnings as a sought-after employee, effective leader, and industry-recognized pioneer.
This presentation was originally delivered as a part of the University of Chicago Alumni Career Program on May 19, 2015.
Top 5 Soft Skills: What Successful People Know that Every Employee Needs to K...BizLibrary
In this program, you’ll learn about the top 5 soft skills that are most predictive of employee, leadership and organizational success in today’s highly complex and rapidly changing environment. You’ll also gain quick tips to help jump-start your development efforts for each soft skill.
www.bizlibrary.com
Check out HubSpot's A to Z list of classic and modern business books to get back to business basics while simultaneously staying up to date on the latest trends.
How to be more innovative? Some advice from the experts on how to design your personal innovation roadmap -- in three steps. Slides from a keynote presentation prepared for Queen's School of Business Innovation Summit, 2014.
Leadership lessons from a great American Leader. Powell understands the difference between authority and leadership. Excellent ideas to use as meeting starters.
50 Ways to Become More Professionally ExcellentLeslie Bradshaw
This presentation will give you practical, next-level tips to help you become the best version of your professional self.
After powering through it, you will be armed with the tactics you need to grow and nurture your network, deliver world class work product, earn trust and respect, successfully collaborate, and generally take your game up a notch so you advance your career (and have plenty of fun along the way).
Insights will come from successful professionals, pop culture, and Bradshaw's own learnings as a sought-after employee, effective leader, and industry-recognized pioneer.
This presentation was originally delivered as a part of the University of Chicago Alumni Career Program on May 19, 2015.
Top 5 Soft Skills: What Successful People Know that Every Employee Needs to K...BizLibrary
In this program, you’ll learn about the top 5 soft skills that are most predictive of employee, leadership and organizational success in today’s highly complex and rapidly changing environment. You’ll also gain quick tips to help jump-start your development efforts for each soft skill.
www.bizlibrary.com
Check out HubSpot's A to Z list of classic and modern business books to get back to business basics while simultaneously staying up to date on the latest trends.
How to be more innovative? Some advice from the experts on how to design your personal innovation roadmap -- in three steps. Slides from a keynote presentation prepared for Queen's School of Business Innovation Summit, 2014.
Creating a Culture of Operational Discipline that leads to Operational Excell...Wilson Perumal and Company
As the world becomes more complex, the best companies and leaders are beginning to realize that improving culture is their greatest lever for achieving Operational Excellence. Complex systems require a different kind of culture—one with a specific set of guiding principles. In order to instill these principles in your organization, it is necessary to learn what the current culture is and what people think it ought to be like, establish the guiding principles necessary to be successful, align them to every level of the organization, and develop and sustain them through committed leadership and integration into key management system processes.
Wilson Perumal & Company has a long track record of helping companies in all industries transform their cultures and dramatically improve operational results. In this Vantage Point, we will share the most important lessons we have learned through our research and experience working directly with High-Reliability Organizations (HROs) and our clients as they pursue Operational Excellence.
Stop Talking About Innovation!
We need to limit the use of the word and the term “innovation” and we need to ban the term “innovation culture” entirely.
This is the radical outset for a keynote or a session in which Stefan Lindegaard challenges common beliefs on innovation, explain why most companies fail with their efforts to become more “innovative” and share insights on how to build the capabilities that can help companies and organizations survive and prosper in these times of fast change and strong disruption.
The key messages:
- Focus on corporate transformation and digitalization – or die!
- Link your efforts to the challenges of your stakeholders and increase your ROI
- Work with the unusual suspects; internally as well as externally
- Focus on people, people and people – and upgrade their mindset and skills
- Learn to communicate better and differently – or fail!
About Stefan Lindegaard:
Stefan Lindegaard is an author, speaker and strategic advisor. His focus on corporate transformation, digitalization and innovation has propelled him into being a trusted source of inspiration to many large corporations. He believes business and innovation requires an open and global perspective and he has given talks and worked with companies in Europe, North America, South America, Africa and Asia.
Stefan Lindegaard has written several books including 7 Steps for Open Innovation, Making Open Innovation Work and The Open Innovation Revolution. His blog is a globally recognized destination with many free resources (books, white papers, exercises). You can read further at 15inno.com.
The competition for bright young agency talent is fierce. Yet many of the mentors that historically helped young talent are now gone. And if talent development is diminished, the future looks bleak.
Here are some thoughts on mentoring that may help your agency.
The competition for bright young agency talent is fierce. Yet many of the mentors that historically helped young talent are now gone. And if talent development is diminished, the future looks bleak.
Here are some thoughts on mentoring that may help your agency.
An extract from our book "Your Genius Ideas Book: A dose of commercial creativity for busy L&D professionals" to help you contribute more, drive change and ensure your organisation thrives.
Innovation is Everyone´s Responsibility and Why Innovation MattersStefan Lindegaard
Innovation is Everyone´s Responsibility and Why Innovation Matters
Here you get my slides from a recent presentation in Turkey where I was asked to provide perspectives on innovation through two important questions / lenses:
Why innovation matters? My key message is that innovation matters if your company wants to stay relevant – and survive. It is that simple. Just consider this piece of information:
At the current churn rate, 75% of the S&P 500 firms in 2011 will be replaced by new firms entering the S&P500 in 2027. There is so much change and it is happening so fast. Innovation can mean many things, but it is a general understanding that it helps you fight irrelevance and helps you drive change rather than becoming a victim of it.
Innovation is everyone´s responsibility. I work with innovation on three levels; incremental, radical and “in between”. The latter is often the most relevant because it can really change things and have a strong impact while companies have a good chance of succeeding with this with the right setup, processes and people. Radical or disruptive innovation is highly desirable, but it is also very difficult to achieve. It requires a lot of luck as well as the right framework and conditions for this luck to happen. Very few organizations succeeds here.
While everyone in an organization should contribute to incremental innovation, I don´t think everyone should work with radical or “in between” innovation – at the same time that is. Most people just have to focus on the getting their daily jobs done. However, every employee should be given an opportunity to contribute to radical and “in between” innovation through corporate programs that could be based on the concept of intrapreneurship, incubators, accelerators or something similar.
When it comes to getting people to understand that everyone actually can contribute to all three levels of innovation, I like to use the Ten Types of Innovation framework by Doblin as it is a simple and visual concept that can open the eyes of the “unusual suspects” when it comes to innovation contribution.
Well, check my slides and let me know what you think. I am of course open for discussing a session or talk near you :-)
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
1. A SUMMARY OF BLOG POSTS ON NEELABETTRIDGE.COM ON THE TOPIC OF LEADERSHIP
LEADERSHIP – BLOG POSTS NOV-DEC 2015
2. • As many coaches will testify, leaders can be highly resistant to making the kind of behavioural change in themselves
that they expect to see in others. Indeed, in a recent article, Mark Thompson revealed: “A year before his death, Steve
Jobs told me, with intentional irony, that one of the only things that ever got him to consider a behaviour change was
facing his own mortality”.
• As leadership development specialist Marshall Goldsmith has said: “When it comes to embracing change, it’s very easy
to see what we don’t like about ourselves in other people. It’s harder to see what we don’t like about ourselves.”
• Why should this be so? In large part, it is simply a facet of human nature. We are creatures of habit and it takes a lot to
shift us away from ingrained patterns of behaviour. But there may be a further reinforcing mechanism where people in
leadership positions are concerned.
• They are leaders, after all. They have an understandable sense of achievement and (in most cases) that sense will be
reflected in the attitudes of those around them. So it is, perhaps, unsurprising if they are inclined to believe that
there’s nothing much wrong with how they are and how they behave. A prima facie case, one might say, for
complacency.
• Except … the world is changing. And change is happening so fast and in such significant ways that we’ve gone beyond
the need to accept it, beyond the need to manage it even. Today, if businesses aren’t driving change, they’re likely to
be driven over by it.
• So leaders need to learn a very important lesson. As Thompson points out in his article, we don’t achieve success
because of our weaknesses, we achieve it (when we do) despite them.
• Combine that self-awareness with an understanding of the seriousness of the challenge from ever evolving competitors
and even the most self-satisfied of leaders will find they have a potent motivation to overcome their inbuilt resistance
to changing themselves.
Victims of their own success? Why leaders can be highly
resistant to change.
3. • Mindfulness seems to be everywhere at the moment. Self-help courses are proliferating and even the NHS
recommends it as a way to achieve mental wellbeing. It’s also becoming the latest thing in leadership
development programmes. And there seems to be no doubt that it can be highly beneficial. Learning to focus
on the present moment - on your thoughts and feelings and the world around you in the now - can be both a
relaxing and an energising experience.
• But as psychologists Robert Biswas-Diener and Todd B. Kashdan pointed out in a recent article, “the human
brain isn’t wired to be constantly attentive”.
• So perhaps we should pause to consider if mindfulness, however helpful in its own way, has its limits. Is there
no place for those ‘Eureka!’ moments that can strike us when our minds are freewheeling? That ‘aha’
realisation that comes, seemingly out of nowhere, when we’re doing something quite unrelated to the
problem for which we now have such a creative solution?
• Yes, of course there is. Even if Archimedes didn’t really come up with a way to measure the volume of
irregularly shaped objects by immersing himself in his bath, we all know that some of our best ideas arrive
unbidden when we least expect it, when we’re not really consciously thinking or concentrating, let alone
focusing, at all.
• However, these flashes of inspiration also have their limits. Who hasn’t had the dispiriting experience of
watching a ‘brilliant’ insight lose some of its lustre when subjected to a bit of hard-nosed scrutiny?
• So can we have the best of both worlds? Biswas-Diener and Kashdan suggest that perhaps we can. As they say:
“Mindfulness and mindlessness should coexist. You benefit from the lightning-strike of creativity, but then you
want to be able to analyse the potential and drawbacks of your spontaneous ideas.”
Is there a case for leaders being mindless as well as
mindful?
4. • As reported in a recent article by Shellie Karabell, no less than 86% of 2,000 experts surveyed at last year’s World
Economic Forum said that “a crisis of leadership” was one of the most serious problems facing the world today.
• And yet, throughout the business world, academia and beyond, more resources than probably ever before are being
devoted to leadership development. Is there a fundamental flaw in the way in which we are approaching this critical
task?
• In the view of two Professors of Organisational Behaviour at INSEAD, Gianpiero and Jennifer Petriglieri, yes there is - at
least, there is in our business schools. And that fundamental flaw, they say, is that we have dehumanised the whole
concept of leadership.
• By that, they mean that we have reduced leadership training to a set of teachable and gradable skills. Study each
module, pass the exams and you will be fully equipped to lead. But if we define a leader as someone who can inspire
others to follow then clearly we are talking about a range of qualities and attributes that can’t simply be transferred
from teacher to student in a classroom.
• Even if they could, it would still leave a yawning ethical and moral gap. The sad litany of boardroom-level
irresponsibility and misdemeanour that has scarred the reputation of capitalism in the last couple of decades should
make us all painfully aware of the vital need to foster a values-led approach to business.
• There is, of course, still an important place for business schools in disseminating the groundwork skills that any future
leader will need. But the insights of the Petriglieris are an important reminder that effective leadership - the kind of
leadership that the Davos delegates believe the world is lacking - has more to do with a leader’s personality, values,
experience and ongoing development than with lessons once learned from a textbook.
• Time to rethink the leadership training paradigm?
Time to rethink the leadership training paradigm?
5. • Martin Winterkorn may have resigned as CEO of Volkswagen but the sheer scale of the
emissions manipulation scandal - including the $multi-billion financial implications -
means that it could be several years before we know exactly who knew what and when,
and who authorised what and when.
• Does that mean there’s nothing we can yet learn from this dismal affair? No. There is
already one very clear, very important lesson staring us in the face.
• Responding to Winterkorn’s comment that he “was not aware of any wrongdoing on my
part”, Gerard Seijts, Professor of Organizational Behaviour at the Ivey Business School,
observed in a recent article: “Nothing wrong, sir? What about failing to lead in a way that
ensured the decisions made on your watch were ethical?”
• Indeed.
What leadership lessons can we take from VW?
6. • “Thriving as an executive in 2015 is no easy task. Emails, texts, meetings, red-eye flights, around-the-clock conference
calls …” So say Geoff Smart, Randy Street, and Alan Foster, authors of "Power Score: Your Formula for Leadership
Success", in a recent article.
• Here’s a similar take on the same problem from Allison Sutter, founder of Living 360 Coaching: “Have you ever noticed
when you finally clear the "do to" list, more stuff gets put on the list? It's never-ending.”
• Clearly there’s a burning question for all of you who feel yourselves identifying with such sentiments - what to do about
it?
• Modern technology has, of course, equipped us with a plethora of new ways to communicate and collaborate instantly
and without mediation. Is that at the root of the problem? After all, whilst it has made us immeasurably more
productive in some ways, in others it seems to have reduced us to hapless victims of an unending torrent of insistent,
intrusive demands on our time.
• It might be nice to think so. But not so, according to Smart, Street and Foster. Having conducted in-depth interviews
with more than 15,000 leaders across every major industry, they concluded that far from the problem being a 21st
century phenomenon, the “leaders we see are making the same three mistakes that their bosses and their bosses’
bosses made a generation ago”.
• They overcommit, taking on more than they can really cope with. They recruit the wrong people to help them. And
feeling overburdened, their judgement becomes skewed. They fail to talk to the right people about the right things at
the right time.
• The fact is, as Sutter points out, productivity is not really about time management. It’s about making our actions - even
down to answering an email (or not) - meaningful and not simply reactive.
Struggling to remain resilient in the face of unending
demands?