The shift to leadership doesn’t happen like an inchworm that spins a cocoon, undergoes some metamorphosis, and emerges one day as a newly winged leader. It’s much subtler than that. Leadership happens in the nuanced shifts that occur first in the leader’s mind.
We’re “all in” when it comes to advances in measurement methodology and reporting. The key, as with any evolving discipline, is not forgetting why we measure in the first place – or what to do with what we get.
Regardless of your starting point, if you are a leader you have a responsibility to live fully and inhabit your leadership. You have not just permission to do this, but a responsibility to. Why? Because this is what your organization needs; this is what the people you lead need.
Aligning individual aspirations with the constant pressure of organizational expectations can be a daunting task. For many managers, it can feel like two jobs in one. However, the three simple steps we review can go a long way to demystifying the process and creating a more engaging and productive team culture.
Executive presence is likely to remain on the top of the list of desirable leadership traits. Hold onto the leaders who have it—they can be hard to find. Work with your leaders to cultivate the skills that can improve it.
By recognizing where your organization blocks the path of internal innovation along this IN-OVATE path, you will be able to unlock a flow of value-generating ideas.
The well-loved entrepreneurial story, as entrepreneurial guru Michael Gerber points out in his enormously influential book and concept, The E-Myth, is far more myth than reality. The true entrepreneurial journey is far harder to generalize than we would like, and its many permutations often lead to failure. We just don’t discuss those as often.
Engagement happens when organizational and individual paths to success meet and employees are able to experience maximum satisfaction from their jobs while contributing at a maximum level to the team and organization’s goals. You can see this in an organization when more employees are having “great days at work.”